Robert J. Saltiel

President and Chief Executive Officer at MRC GLOBAL

Board

Since March 2021

Age

62 years

Education

Holds a Bachelor of Science in Chemical Engineering from Princeton University (magna cum laude, 1985) and a Master of Business Administration from Northwestern University's Kellogg School of Management (1990).

Tenure

Joined MRC in March 2021, serving as President and Chief Executive Officer and as a member of the Board of Directors.

Also at MRC GLOBAL

DJC

Daniel J. Churay

Executive Vice President – Corporate Affairs, General Counsel, and Corporate Secretary

Emily Shields

Senior Vice President of Sustainability and Assistant General Counsel

Gillian Anderson

Vice President and Chief Accounting Officer

About

At 62 years old as of March 2025 , he brings a robust technical foundation and diversified expertise to his executive role.

He holds a Bachelor of Science in Chemical Engineering from Princeton University (magna cum laude, 1985) and an MBA from Northwestern University's Kellogg School of Management (1990) , reflecting a strong educational background that has supported his career across various key players in the oil and gas industry.

He joined MRC Global in March 2021 as President and Chief Executive Officer and also serves on the Board of Directors. His extensive experience in executive leadership, cultivated through previous roles at companies such as Atwood Oceanics and Key Energy Services, has been instrumental in steering MRC during a dynamic period in the energy sector.

$MRC Performance Under Robert J. Saltiel

Past Roles

Organization	Role	Date Range	Details
Key Energy Services, Inc.	President and CEO, Member of the Board of Directors	2018–2019	Led the company during his tenure
Atwood Oceanics, Inc.	President and CEO, Member of the Board of Directors	2009–2017	Managed the company and gained experience in public market transactions, including the sale to Ensco plc
Transocean	Held positions in strategy, operations, and marketing	2003–2009	Contributed to strategic and operational initiatives
Nabors Industries	Held leadership roles	N/A	Worked in various capacities
Enron Corp.	Held leadership roles	N/A	Contributed to the company's operations
McKinsey & Company	Early career role	N/A	Developed expertise in business processes, marketing, and generating profits for investors
ExxonMobil	Early career role	N/A	Worked in a downstream refinery, gaining insight into customer segments

Fixed Compensation

Data from FY 2023

Component Name	Amount	Payment Schedule	Additional Details
Base Salary	$856,635	Annual	Increased by 4.2% from previous year's $825,000 to $860,000 effective February 6, 2023
All Other Compensation	$21,064	Annual	Breakdown: 401(k) Match $13,200, Life Insurance $7,524, Parking $340

Performance Compensation

Data from FY 2023

Non-Equity Incentive Plan Compensation

Metric	Threshold ($)	Target ($)	Maximum ($)	Weight	STI Target (%)	Grant Date	Vesting Schedule
Adjusted EBITDA	$16,731	$1,070,794	$2,141,588	87.5%	125%	Feb 7, 2023	N/A (Cash Incentive)
Safety Measures (TRIR & LTIR)	Included in above	Included in above	Included in above	12.5% ( )	125%	Feb 7, 2023	N/A (Cash Incentive)

The cash incentive is calculated as: Annual Cash Incentive = Base Salary x STI Target % x Performance Relative to Metrics.

Stock Awards

Component	Units/Quantity	Target Value	Grant Date	Grant Date Fair Value	Grant Date Stock Price	Vesting Schedule
RSUs	161,080	$2,042,500	Feb 7, 2023	$2,118,202	$12.68 (VWAP)	34% on 1st anniversary, 33% on each of 2nd and 3rd anniversaries
PSUs	161,080 (at target)	$2,042,500	Feb 7, 2023	$2,796,349	$12.68 (VWAP)	Vests at end of 3 years after performance period

Performance Metrics for PSUs

Metric	Threshold	Target	Maximum	Weight
Relative TSR	<30th percentile (0% of target shares)	50th percentile (100% of target shares)	≥90th percentile (200% of target shares)	50%
RANCE	≤1% (0% of target shares)	6% (100% of target shares)	≥12% (200% of target shares)	50%

Evaluation Period for PSUs: 3-year period.
Payout Range: Payouts vary from 0% to 200% of target shares based on performance relative to these metrics, calculated using a Monte Carlo valuation model.
Additional Conditions: Vesting of PSUs is contingent upon achieving the performance metrics and certification by the Compensation & Human Capital Committee.

This performance compensation structure includes both the cash-based Non-Equity Incentive Plan and the equity-based Stock Awards, each with clearly defined metrics, thresholds, targets, and vesting conditions.