Adrian Gregory
INSIGHT ENTERPRISESAbout Adrian Gregory
Adrian Gregory is President, Insight EMEA, having joined Insight effective January 2, 2023 after senior leadership roles at Atos, HP and Fujitsu; he holds a degree in engineering and business from the University of Bath . Age was disclosed as 49 in Insight’s 2022 Annual Report; current age is not stated in the 2025 proxy . Company performance in 2024 featured net sales down 5% to $8.7B, gross profit up 6% to $1.8B, Adjusted EFO up 2% to $502M, Adjusted ROIC 15.28%, and a $100 investment five years prior growing to $216 by year-end 2024 (Company TSR) . Gregory’s EMEA cash incentive metrics in 2024 were mixed: EMEA EFO payout at 65.3%, Core Services GP Growth at 75.9%, and Cloud GP Growth at 71.0% .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Atos | CEO, UK & Ireland | 2015–2020 | Led business through Syntel acquisition and integration; returned business to double-digit growth during COVID-19 period . |
| Atos | Global CEO, Financial Services | 2015–2021 | Led global financial services unit across North America, Europe and Asia, including integration of Atos Syntel in India . |
| Atos | CEO, Northern Europe & APAC; interim Group CEO | 2021–2022 | Managed transition period to new Group CEO; regional leadership across Northern Europe & APAC . |
| Hewlett Packard; Fujitsu | Various leadership and BD roles | Pre-2008 | Senior roles in client management and business development . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Confederation of British Industry (CBI) | Member, Chair’s Committee | Until 2020 | UK’s leading business group; strategic leadership forum participant . |
| Forbes Technology Council | Member | 2023–present | Thought leadership contributions; industry expert panel participation . |
Fixed Compensation
| Metric | 2023 | 2024 | 2025 |
|---|---|---|---|
| Base Salary ($) | 559,000 | 592,000 | 592,000 |
| Target Cash Incentive (% of base) | 100% | 100% | 100% |
| Target Cash Incentive ($) | 559,000 | 585,000 | 592,000 |
| Actual Cash Incentive Paid ($) | 433,000 | 406,332 | — |
Notes:
- 2024 base salary reflects British pounds converted using average quarterly exchange rates; Mr. Gregory is paid in GBP (£463,500) .
- Target cash incentive amounts are computed as a percentage of base salary .
Performance Compensation
Annual Cash Incentive (2024 structure, EMEA responsibility)
| Metric | Weighting | Target | Actual | Payout (% of component) | Vesting |
|---|---|---|---|---|---|
| EMEA EFO (non-GAAP Adjusted) | 50% | $62.4M | $53.7M | 65.3% | Cash (annual) |
| EMEA Core Services GP Growth | 25% | 80.3% increase vs. 2023 | 62.0% increase | 75.9% | Cash (annual) |
| EMEA Cloud GP Growth | 25% | 9.6% increase vs. 2023 | 2.7% increase | 71.0% | Cash (annual) |
| Total Earned vs Target | — | — | — | 69.4% of Target | — |
Design details: Thresholds and maximums established with linear interpolation across attainment levels; thresholds required for any payout; maximum payout at 200% for overachievement .
Long-Term Equity Incentives (2024)
| Grant Date | Award Type | Shares (#) | Fair Value ($) | Performance Metric | Payout Curve | Vesting |
|---|---|---|---|---|---|---|
| 1/1/2024 | Performance RSU (ROIC) | 1,186 | 253,531 | Non-GAAP Adjusted ROIC | 0–200% (threshold 12.5%) | Earned shares vest ratably over 3 years |
| 2/20/2024 | Performance RSU (rTSR @ target) | 1,186 | 210,059 | Relative TSR vs. peer group | 0–200% (threshold 50%) | Cliff vest post 3-year performance, after certification |
| 2/20/2024 | Service RSU (40% of LTI) | 1,533 | 280,018 | Time-based | — | Ratably over 3 years |
| 3/15/2024 | EMEA Ambition Plan (one-time PSU) | 2,152 | 400,143 | EMEA Adjusted EFO & EFO Margin | Plan-specific; no TSR adjustment | 50% vests 3/15/2026; 50% vests 3/15/2027 if metrics met |
Additional program details:
- 2024 target LTI split 60% performance RSUs, 40% service RSUs .
- 2024 ROIC-based RSUs were awarded at target due to completion of predetermined strategic objectives (Infocenter acquisition) overriding actual ROIC .
- rTSR payout schedule: 200% at ≥80th percentile; 100% at 55th; 50% at 30th; 0% below 30th; interpolation between levels .
2025 Target Equity Program
| Metric | 2025 Target Value ($) | Structure | Vesting |
|---|---|---|---|
| Equity Target (Adrian Gregory) | 800,000 | 60% performance RSUs (ROIC and rTSR), 40% service RSUs | Service RSUs and ROIC-earned RSUs vest ratably from 2/20/2026; rTSR cliffs post performance certification in early 2028 |
Equity Ownership & Alignment
| Ownership / Policy | Detail |
|---|---|
| Beneficial Ownership | 7,207 shares; <1% outstanding . |
| Vested vs. Unvested (12/31/2024) | Earned but not vested: 9,952 shares; Unearned performance-based: 4,427 shares; market values $1,513,699 and $673,347 respectively at $152.10/share . |
| 2024 Vested RSUs | 6,197 shares vested; value realized $1,132,354 (gross, pre net-share settlement for taxes) . |
| Future Vesting Schedule (select) | 02/2025: 7,092; 02/2026: 4,724; 03/2026: 538; 02/2027: 1,487; 03/2027: 538 (subject to performance certification for rTSR) . |
| Stock Ownership Guidelines | 3× base salary for executive officers; 5-year transition; as of 12/31/2024, all NEOs other than Gregory (joined 1/2/2023) had attained previously required level; he remains within transition period . |
| Hedging/Pledging | Prohibited for executives (hedging, short sales, margin accounts, pledging) . |
| Clawback | Adopted Oct 2, 2023; compliant with NASDAQ standards; recovery upon qualifying restatements . |
Employment Terms
| Term | Provision |
|---|---|
| Start Date | Effective January 2, 2023 (President, EMEA) . |
| Notice Period | 12 months; continues receiving employment benefits during notice . |
| Non-Compete / Non-Solicit | 12 months post-termination; non-disclosure obligations apply . |
| Severance (No Cause) | Base salary as severance; shown as $583,000 in USD using $1.2578/GBP for £463,500 base . |
| Change-in-Control (Involuntary Termination) | $583,000 severance + $2,231,155 cash payout for equity awards; total $2,814,155 (based on $152.10/share at 12/31/2024) . |
| CIC (Without Termination) | Acceleration only if Board authorizes due to material impairment of award value . |
| Disability/Death | Cash payout for equity awards of $1,877,320; no additional benefits disclosed . |
| Tax Gross-Ups | Not offered for changes in control . |
Investment Implications
- Alignment and incentive mix: Gregory’s pay is equity-heavy with 60% performance RSUs tied to ROIC and rTSR, plus a one-time EMEA Ambition grant that vests over 2026–2027; ongoing vesting cadence (2025–2027) and prohibition on hedging/pledging support long-term alignment and reduce forced-sale risk .
- Retention risk: 12-month notice, non-compete, and moderate severance (base salary only without CIC) indicate retention is primarily driven by unvested equity and EMEA Ambition targets rather than cash protections; CIC terms provide equity cash-out on involuntary termination but not automatic acceleration without termination .
- Performance sensitivity: 2024 EMEA outcomes were below targets on EFO (65% payout) but strong on Core Services GP Growth (76%) with Cloud GP Growth at 71%; total cash incentive paid at 69.4% indicates sensitivity to segment execution and cloud/services growth, key drivers in Insight’s strategy .
- Ownership ramp: Beneficial ownership is modest (7,207 shares) with substantial earned-but-unvested holdings; guidance requires 3× salary over five years, and Gregory remains in the transition window, implying continued accumulation or retention of vested shares to reach policy levels .
- Signals from public communications: Gregory’s recent EMEA-focused AI and cybersecurity commentary underscores a pivot to services-led growth and AI implementation frameworks, consistent with incentive metrics emphasizing Core Services and Cloud GP .
Additional Data Tables
Summary Compensation (Adrian Gregory)
| Year | Salary ($) | Bonus ($) | Stock Awards ($) | Non-Equity Incentive ($) | All Other ($) | Total ($) |
|---|---|---|---|---|---|---|
| 2023 | 559,000 | 1,058,630 | 2,151,222 | 433,000 | 14,257 | 4,216,109 |
| 2024 | 592,000 | — | 1,143,751 | 406,332 | 71,922 | 2,214,005 |
2024 Equity Awards Detail (Counts and Vesting)
| Name | One-Time Ambition Plan Grants (#) | Service-Based RSUs (#) | Performance RSUs Total (#) | rTSR @Target (#) | ROIC @Target (#) | 2024 Actual ROIC | ROIC RSUs Earned (#) |
|---|---|---|---|---|---|---|---|
| Adrian Gregory | 2,152 | 1,533 | 2,336 | 1,186 | 1,150 | 15.28% | 1,150 |
Future Vesting Schedule (Shares)
| 02/2025 | 06/2025 | 11/2025 | 02/2026 | 03/2026 | 02/2027 | 03/2027 |
|---|---|---|---|---|---|---|
| 7,092 | — | — | 4,724 | 538 | 1,487 | 538 |
2024 Cash Incentive: EMEA Metrics (Targets vs Actuals)
| Metric | Target | Actual | Payout % |
|---|---|---|---|
| EMEA EFO (non-GAAP Adjusted) | $62.4M | $53.7M | 65.3% |
| EMEA Core Services GP Growth | 80.3% increase | 62.0% increase | 75.9% |
| EMEA Cloud GP Growth | 9.6% increase | 2.7% increase | 71.0% |
| Total Cash Incentive Payout | — | — | 69.4% |
Company TSR and Financial Performance (Context)
| Measure | Value |
|---|---|
| Five-year TSR (2019–2024) | $100 → $216 (Company) . |
| 2024 Net Sales | $8.7B (-5% YoY) . |
| 2024 Gross Profit | $1.8B (+6% YoY) . |
| 2024 Adjusted EFO | $502M (+2% YoY) . |
| 2024 Adjusted ROIC | 15.28% . |
Employment & Performance Notes
- Role and tenure: EMEA President since January 2023 .
- Education: Degree in engineering & business, University of Bath .
- Public commentary: EMEA AI adoption and cybersecurity leadership themes in 2025 press releases .
Investment Implications
- Compensation alignment: The mix heavily rewards execution in ROIC, rTSR, services and cloud gross profit, tying payout to strategic levers that drive valuation and capital efficiency .
- Retention dynamics: Strong equity vesting runway and ambition plan reduce near-term departure risk; contractual protections are modest outside CIC, with 12-month restrictive covenants .
- Selling pressure: 2024 RSU vesting occurred via net-share settlement for taxes; hedging/pledging is prohibited, lowering forced-sale or alignment risk; future vesting schedule suggests periodic share delivery through 2027 .
- Execution risk: 2024 EMEA metrics under target on EFO but strong services growth highlight ongoing transformation; incentives continue to emphasize Core Services and Cloud GP, aligning management focus with investor priorities .
- Governance support: Say-on-pay approval at ~98% in 2024 indicates broad shareholder support for the compensation framework .