David Repp

About David Repp

David L. Repp is Senior Vice President — Chief Accounting Officer and Corporate Controller of Mohawk Industries, appointed effective March 31, 2025; age 50; joined Mohawk in 2005 after eight years with Deloitte & Touche, LLP . Repp’s background spans divisional CFO roles, commercial finance leadership, and segment controllership across Flooring North America, culminating in corporate segment oversight before promotion to CAO . Company operating context for his tenure: recent quarters show revenues in the $2.53–$2.80B range and EBITDA* in the $272–$427M range, indicating cyclicality but stable scale for the accounting function he oversees (see table below; values and citations provided) .

Company Operating Context (last 8 quarters)

Metric	Q4 2023	Q1 2024	Q2 2024	Q3 2024	Q4 2024	Q1 2025	Q2 2025	Q3 2025
Revenue (USD)	$2,612,300,000	$2,679,400,000	$2,801,300,000	$2,719,000,000	$2,637,200,000	$2,525,800,000	$2,802,100,000	$2,757,900,000
EBITDA (USD)	$425,900,000*	$308,700,000*	$426,900,000*	$388,000,000*	$321,700,000*	$271,700,000*	$373,700,000*	$354,100,000*
*Values retrieved from S&P Global.

Past Roles

Organization	Role	Years	Strategic Impact
Mohawk Industries (Corporate)	SVP — Chief Accounting Officer & Corporate Controller	Mar 2025–present	Elevates corporate accounting oversight, succession to interim CAO during leadership transition .
Mohawk Industries (Corporate)	VP — Corporate Segment Controller	Mar 2024–Mar 2025	Consolidated segment reporting and control for enterprise-level decisions .
Mohawk Industries (Flooring North America)	Segment Controller — Flooring North America	Jan 2022–Mar 2024	Strengthened segment controls and financial reporting integrity .
Mohawk Industries (Flooring North America — Commercial)	VP — Finance	Apr 2018–Feb 2022	Led commercial finance; enabled pricing, mix and margin execution .
Mohawk Industries (Mohawk Home division)	VP — Finance & CFO	Oct 2013–Mar 2018	Division-level financial leadership; operational P&L accountability .
Mohawk Industries	Various roles	2005–2013	Progressive responsibility; broadened scope across businesses .

External Roles

Organization	Role	Years	Strategic Impact
Deloitte & Touche, LLP	Audit Manager	1997–2005	Public-company audit rigor; foundation in controls and reporting .

Fixed Compensation

Component	Detail	Effective Date	Notes
Base Salary	$350,000	Mar 31, 2025	Set upon appointment to SVP — CAO & Corporate Controller; participates in annual cash bonus and equity incentive plans .

The proxy describes executive pay architecture: fixed base salary; annual incentive under the Senior Executive Annual Incentive Plan (SEAIP); and long-term RSUs under the Senior Executive LTIP with predetermined grant timing practices (no MNPI timing), indicating standardized pay governance .

Performance Compensation

Annual Incentive Plan design for executive officers: payable only if Company achieves positive consolidated adjusted operating income; individual awards based on performance goals set by the Compensation Committee; awards subject to negative discretion; SEAIP award opportunities expressed as % of base salary at threshold/target/maximum .
Example 2024 metrics used for NEOs (indicative of the framework governing executive incentives): Company EPS; segment EPS for business leaders; and operating income for specific units, with disclosed threshold/target/maximum levels and actual performance used to determine payouts .

Metric	Weighting (Illustrative)	Threshold	Target	Maximum	Actual (2024)
Company EPS	100% for CEO/CFO NEOs	$7.14	$9.23	$10.61	$9.70
Flooring North America EPS	75% for segment leader; 25% Company EPS	$0.50	$1.49	$1.95	$1.99
Ceramic Europe Operating Income	75% operating income; 25% Company EPS (example for EU unit)	$42M	$61M	$70M	$68M

Long-Term Incentive Plan (RSUs) includes fixed and variable components: fixed portion based on % of salary; variable portion based on multi-year TSR and business unit/individual performance; awards vest ratably over three years after grant .

Note: David Repp is not listed as a 2024 Named Executive Officer in the proxy; his specific target bonus %, metric weightings, and 2025 awards are not disclosed. His 8-K states participation in annual cash bonus and equity incentive plans starting with his appointment .

Equity Ownership & Alignment

Policy	Detail
Stock Ownership Guidelines	Multiples of base salary: CEO 6x; COO 3x; CFO & business segment leaders 2x; Other Senior Executive LTIP participants 1x; meet within 5 years; must retain 50% of after-tax vested awards until compliant .
Compliance Status	As of April 1, 2025, all directors and executive officers have met stock ownership requirements (includes Repp as an executive officer) .
Hedging Policy	Directors and officers prohibited from short sales, short sales against the box, and certain option transactions under Insider Trading Policy .
Clawback	Adopted Oct 2, 2023 to comply with NYSE/SEC rules; recoup incentive-based compensation upon accounting restatements due to material noncompliance .
Pledging	No pledging by Repp disclosed; one director-related family partnership pledge noted separately (not applicable to Repp) .
Beneficial Ownership	Individual share count for Repp not disclosed; group total for directors and executive officers is 10,855,158 shares (17.4% of class) .

Employment Terms

Term	Detail
Employment Status	At-will; executive officers (other than specific contracted cases) do not have long-term contracts .
Severance	Participation in general employee severance plan: specified weeks based on continuous service and termination reason; no individual severance multiple disclosed for Repp .
Change-of-Control	No individual CoC provisions disclosed for Repp; proxy quantifies CoC/termination for certain NEOs only .
Equity Grant Timing	Predetermined annual schedule; Compensation Committee does not time grants around MNPI; authority to delegate grants to officers for non-executives .
Insider Trading	Policy governs directors/officers and family members; anti-hedging restrictions applied to directors/officers .
Clawback	Applies to all executive officers; recovery upon restatements .

Investment Implications

Alignment: Repp’s base salary is modest at $350,000 with at-risk pay tied to annual cash bonus and equity incentives, within Mohawk’s governance framework (SEAIP and LTIP), plus mandatory ownership/retention and clawback—supporting shareholder alignment and compliance culture .
Retention risk: Absence of an individual employment agreement or bespoke severance/CoC protections suggests standard corporate flexibility; retention hinges on incentive outcomes and advancement prospects rather than contractual lock-ins .
Trading signals: Anti-hedging and ownership requirements reduce misalignment risk; no pledging by Repp disclosed. Monitor Form 4 filings post-appointment for any RSU grants, vesting events, or sales to assess near-term selling pressure and ownership progression .
Execution context: As CAO overseeing controls/reporting during leadership transitions (new COO, CFO continuing), stability in revenues and EBITDA* and disciplined incentive metrics (EPS, segment performance) frame his role’s impact on financial integrity and pay outcomes .