Javier Olivan

About Javier Olivan

Javier Olivan is Meta’s Chief Operating Officer (COO), age 47. He has led growth and product organizations over nearly two decades at Meta, with prior roles spanning Head of International Growth, VP Growth, VP Central Products, and Chief Growth Officer before becoming COO in 2022; earlier he held various positions at Siemens AG. He holds M.S. degrees in electrical and industrial engineering from the University of Navarra and an MBA from Stanford GSB; he has no current public company directorships, and previously served on VY Global Growth’s board within the last five years . Meta delivered strong performance in 2024: revenue of $164.5B (+22% YoY) and 42% operating margin, alongside product launches (Llama 3, Instagram Teen Accounts), scaling Meta AI, and 3.35B Family daily active people—achievements the compensation committee considered in setting a 125% company performance percentage for bonuses .

Past Roles

Organization	Role	Years	Strategic Impact
Meta Platforms, Inc.	COO	2022–present	Operates company-wide execution; bonus plan tied to company priorities and performance
Meta Platforms, Inc.	Chief Growth Officer & VP, Cross-Meta Products and Infrastructure	2022	Drove cross-company growth/product infrastructure
Meta Platforms, Inc.	VP, Central Products	2018–2022	Led central product groups, platform scale
Meta Platforms, Inc.	VP, Growth	2011–2018	Built growth systems; expansion of user base
Meta Platforms, Inc.	Head of International Growth	2007–2011	Drove international expansion strategy
Siemens AG	Various positions	2003–2005	Early engineering/operations experience

External Roles

Organization	Role	Years	Strategic Impact
VY Global Growth	Director (former, past five years)	n/a	Capital markets and governance exposure

Fixed Compensation

Metric	2022	2023	2024
Base Salary ($)	987,046	1,104,234	1,082,979 (actual earned, euro→USD)
Target Bonus (%)	75%	75%	75% (raised to 200% effective 2025)
Actual Bonus Paid ($)	786,552	1,238,568	1,015,293
All Other Compensation ($)	983,115	1,722,640	1,736,770
Total Compensation ($)	21,267,164	25,558,488	25,506,684

Notes on 2024 base salary and bonus mechanics:

Base salary increase framework placed Olivan’s 2024 base at approximately $1,091,770 (USD-Euro rate 1.05485); actual earnings reflect payroll timing .
Bonus formula: Base Eligible Earnings × Target Bonus % × Company Performance % = Payout; 2024 company performance % was 125% .

Performance Compensation

Cash Bonus Plan (2024)

Metric	Weighting	Target	Actual	Payout Basis	Result
Company Performance Percentage	100%	100%	125%	Base $1,082,979 × 75% × 125%	$1,015,293

2024 priorities (unweighted): build awesome things; make business successful; progress on societal issues; tell our story; committee judgment set 125% performance .

Equity Awards (RSUs – Service-Based Vesting)

Grant	Approval Date	Grant Date	RSUs (#)	Initial Vesting Date	Vesting Schedule	Grant Date Fair Value ($)
Annual RSU (2024)	3/18/2024	3/20/2024	42,870	5/15/2024	1/16 per quarter thereafter	21,671,642
RSU award sizing method	—	—	—	—	Based on $466.53 price used for company refresher awards	—

Stock vested in 2024:

Metric	2024
Shares acquired on vesting (#)	81,963
Value realized on vesting ($)	41,857,190

Outstanding equity awards at 12/31/2024:

Grant Date	Unvested RSUs (#)	Market Value ($)
3/22/2021	4,721	2,764,193
3/21/2022	27,352	16,014,870
3/20/2023	61,119	35,785,786
3/20/2024	34,832	20,394,484

Market values based on $585.51 closing price on 12/31/2024 .
Earlier RSU grants vest quarterly with 1/16 or 1/20 initial tranche starts (e.g., 5/15/2021; 5/15/2022; 5/15/2023; 5/15/2024) .

Equity Ownership & Alignment

Measure	Detail
Total beneficial ownership (Class A)	133,866 shares (less than 1%) as of 4/1/2025
RSUs releasable within 60 days	16,900 shares
Holding vehicles	Direct and via entities: Olivan D LLC (8,622), Olivan Reinhold D LLC (2,999), spouse-managed Reinhold D LLC (8,622), family trust (90,493), direct (6,230)
Ownership as % of shares outstanding	Less than 1%
Stock ownership guidelines	Executives must own the lesser of 24,400 shares or shares worth $4.0M within 5 years of becoming an executive officer; all execs met or were within permitted timing as of 12/31/2024
Hedging/pledging	Hedging, margin, short sales prohibited; pledging prohibited unless approved—only a Zuckerberg pledging framework disclosed; no pledging by Olivan disclosed

Rule 10b5-1 requirement: Meta requires executive officers to conduct all purchase or sale transactions under a Rule 10b5-1 trading plan (includes entities they control), with limited waivers .

Employment Terms

Term	Provision
Employment agreement	Offer letter effective Dec 2022; at-will; eligible for annual bonus
2024 base salary	Approximately $1,091,770 (USD-Euro rate 1.05485)
Severance / change-in-control	No severance or equity acceleration for NEOs upon termination or change in control; beneficiary cash-out of unvested RSUs upon death capped at $2,000,000; Olivan may be entitled to payments under applicable local law
Clawback	Compensation Recoupment Policy allows recoupment of incentive-based comp upon accounting restatement; also clawback/recoupment provisions embedded in equity plan
Perquisites & tax gross-ups	Personal security services and tax gross-ups for executives as needed; for Olivan: 2024 security costs ~$910,469 and tax gross-ups ~$800,021; 2023 ~$903,139 and ~$785,023; 2022 ~$472,744 and ~$500,121; additional health premiums noted
Related party aircraft	Meta chartered a private aircraft indirectly and wholly owned by Olivan for business travel; paid approximately $412,000 in 2024 under policy oversight

Compensation Structure Analysis

Cash vs. equity mix: Program heavily weighted to RSUs; cash compensation below peer-level historically; committee increased 2024 base salaries and raised target bonus to 200% of base starting 2025 to reach ~50th percentile target cash within updated peer group .
Shift in instruments: No options disclosed; service-based RSUs remain the primary equity vehicle .
At-risk pay: Bonuses based solely on company performance percentage; 2024 set at 125% considering product and financial performance; no individual performance weighting .
Benchmarking: Target total direct compensation (including equity) at 75th percentile versus 2024 peer group; target total cash (base + target bonus) below 15th percentile pre-2025 changes .

Say-on-Pay & Shareholder Feedback

2022 say-on-pay approval: Over 85% in favor; Meta conducts say-on-pay triennially and recommended three-year frequency in 2025 .

Performance & Track Record

Company Outcome (2024)	Detail
Revenue	$164.50B; +22% YoY
Operating margin	42%
Product/AI progress	Llama 3 models, Instagram Teen Accounts, scaling Meta AI
Community scale	3.35B Family daily active people (Dec 2024 avg)

The compensation committee explicitly linked 2024 bonus determinations to these company outcomes via the company performance percentage (125%) .

Equity Awards & Vesting (Trading Pressure Indicators)

2024 RSU grant of 42,870 shares vests 1/16 quarterly from 5/15/2024; earlier grants from 2021–2023 also vest quarterly with initial tranches on 2/15 or 5/15 depending grant terms .
2024 realized RSU vesting: 81,963 shares, $41.86M value; quarterly vesting could create regular settlement events; Meta requires executives to transact via 10b5-1 plans, reducing discretionary timing risk .

Equity Ownership & Alignment Details (Expanded)

Beneficial Ownership Components (as of 4/1/2025)	Shares
Direct Class A (personal)	6,230
Olivan D LLC (manager: Olivan)	8,622
Olivan Reinhold D LLC (managers: Olivan and spouse)	2,999
Reinhold D LLC (manager: spouse)	8,622
Olivan Reinhold Family Revocable Trust	90,493
RSUs releasable within 60 days	16,900
Total Class A reported	133,866; less than 1%

Compensation Peer Group (Benchmarking Context)

Peer Group (2024)	Peer Group (2025 updated)
Alphabet, Amazon, Apple, AT&T, Cisco, Comcast, Microsoft, Netflix, PayPal, Salesforce, Disney, Uber, Verizon	Alphabet, Amazon, Apple, AT&T, Cisco, Comcast, Microsoft, Netflix, NVIDIA, Oracle, Salesforce, Disney, Uber, Verizon, Visa

Committee weighted decisions toward higher revenue/market-cap peers; target total direct comp ~75th percentile, target total cash ≤15th percentile before 2025 bonus % increase .

Governance, Policies, and Red Flags

Clawbacks and recoupment in place; equity plan allows clawback/reimbursement consistent with applicable law and company policies .
Insider trading policy: hedging, short sales, margin accounts prohibited; pledging prohibited without committee approval; only a structured pledging plan disclosed for Zuckerberg; no pledging disclosed for Olivan .
Personal security and tax gross-ups for Olivan (material amounts) and related party aircraft charter arrangements—monitored by audit & risk oversight and compensation committees .

Investment Implications

Alignment: Large unvested RSU balances across 2021–2024 grants create strong retention and long-term alignment; quarterly vesting and 10b5-1 requirements smooth selling pressure and reduce timing discretion .
Incentive intensity: Cash incentives are now more material with 2025 target bonus increased to 200% of base, while equity remains dominant; bonus outcomes linked to broad company priorities and performance, not rigid financial metrics, providing committee flexibility .
Governance watchpoints: Recurrent tax gross-ups for personal security and a related party aircraft charter (albeit policy-governed) warrant monitoring; no CIC acceleration reduces windfall risk; hedging/pledging restrictions and ownership guidelines bolster alignment .
Execution context: 2024 results (22% revenue growth, 42% operating margin) underwrite strong bonus outcomes; continued AI/product traction and scale are central to compensation determinations and performance-linked cash payouts .