Nicholas Manthey

About Nicholas Manthey

Nicholas P. Manthey is Mohawk Industries’ CFO‑designate, age 44, currently serving as Vice President of Corporate Finance & Investor Relations since 2024 after joining Mohawk in 2020 as Segment CFO for Flooring North America; prior experience includes finance leadership roles at Bridgestone and Intel across the U.S. and Latin America . Company performance context during his tenure: 2024 sales were ~$10.8B, adjusted EBITDA ~$1.4B, free cash flow ~$680M, and net debt/adjusted EBITDA was ~1.1x, with adjusted EPS of $9.70 used in incentives .

Past Roles

Organization	Role	Years	Strategic Impact
Mohawk Industries	CFO‑designate	Effective Apr 1, 2026	Successor to CFO; announced to enable seamless transition and continuity
Mohawk Industries	VP, Corporate Finance & Investor Relations	2024–present	Partnered with leadership to enhance business; built comprehensive understanding of global operations
Mohawk Industries (Flooring North America)	Segment CFO	2020–2024	Led segment finance; collaborated with global finance team and segment leadership

External Roles

Organization	Role	Years	Strategic Impact
Bridgestone	Finance and leadership roles (analytical and strategic operations)	Not disclosed	Advanced leadership across U.S. and Latin America
Intel	Finance and leadership roles (analytical and strategic operations)	Not disclosed	Broadened finance skill set and operational impact

Fixed Compensation

Not disclosed for Manthey as of the most recent filings and announcements; his CFO terms have not yet been filed. For insight into CFO role design, Mohawk’s Senior Executive Annual Incentive Plan (SEAIP) sets CFO bonus opportunity ranges (2024 example for the CFO role):

Role	Threshold (% of Base)	Target (% of Base)	Maximum (% of Base)
CFO (2024 SEAIP design)	42%	70%	140%

Compensation mix at Mohawk emphasizes pay‑for‑performance with significant at‑risk pay through annual incentives and RSU‑based long‑term incentives .

Performance Compensation

Annual incentive metrics and outcomes (CFO role design; 2024 data for context):

Metric	Weighting	2024 Threshold	2024 Target	2024 Actual	Payout (CFO)	Vesting
Company EPS	100% for CFO	$7.14	$9.23	$9.70	$695,603 (CFO Brunk)	Cash under SEAIP (annual)

Long‑Term Incentive Plan (RSUs) — design and recent outcomes used for senior executives:

Component	Metric	Target Structure	2023/2024 Outcome	RSUs (CFO)	Vesting
TSR Component	3‑yr TSR vs S&P 500	50th percentile = 100% of target; 25th–75th = 50–200% of target	Achieved 10th percentile → no TSR RSUs in 2024	0	Ratable over 3 years
Business Unit Component	Company EPS (CFO)	10% (threshold), 20% (target), 40% (max) of base salary	2023 Company EPS: Threshold 6.10; Target 9.29; Actual 9.19*	1,327 RSUs (CFO Brunk)	Ratable over 3 years

*Adjustments exclude miscellaneous non‑operating expenses .

Equity Ownership & Alignment

Stock ownership guidelines: CFO must hold 2x base salary; execs must retain 50% of net shares from awards until compliant; exec officers were in compliance as of April 1, 2025 .
Hedging/short sales: Prohibited for directors and officers; derivatives and hedges strongly discouraged and require preclearance; blackout periods apply and preclearance required for Section 16 officers .
Pledging: Requests to allow a pledge require approval from General Counsel per Insider Trading Policy; preclearance discretion noted .
Change‑in‑control vesting: Under the 2017 Plan, if awards are not assumed, unvested options/RSUs vest at change‑in‑control; if assumed, unvested awards vest on termination without cause or resignation for good reason within one year (double trigger). Death/disability also vest unvested awards .
LTIP vesting cadence: RSUs vest ratably over 3 years from grant .

Employment Terms

Status and agreement: Manthey’s CFO employment agreement/compensatory terms are not disclosed in the 8‑K or proxy as of now .
Severance framework: Named executive officers generally participate in the broad severance plan with weeks‑based pay by service; most execs are at‑will and do not have long‑term contracts (exceptions disclosed individually) .
Clawback policy: Adopted Oct 2, 2023 to comply with NYSE/SEC; company must seek recoupment of incentive‑based compensation upon a required accounting restatement .

Investment Implications

CFO succession signal: Manthey’s appointment effective Apr 1, 2026 provides visibility and continuity; expect alignment with Mohawk’s EPS‑centric annual incentives and RSU‑based LTIP (including double‑trigger CoC vesting and TSR screens), which emphasize pay‑for‑performance .
Alignment and trading risk: Strong governance (ownership guidelines, preclearance, blackout, hedging restrictions, clawback) limits misalignment and opportunistic trading; pledging requires approval, mitigating collateral risk .
Data to watch: Manthey’s specific CFO compensation package (salary, target bonus, LTIP grants/vesting), employment/severance terms, equity ownership (Form 3/4), and any 10b5‑1 plans once he becomes a Section 16 officer . Company performance levers (EPS, FCF, cost restructuring) will directly influence incentive payouts, creating potential trading signals around guidance changes and quarterly EPS beats/misses .

Note: As of the latest filings, Manthey is CFO‑designate; detailed compensation, ownership, and contract terms specific to him are not yet disclosed. All program details reflect Mohawk’s current executive compensation design and 2024 outcomes for named executive officers, which are indicative of the framework Manthey will likely enter as CFO .