James Morgado
INSIGHT ENTERPRISESAbout James A. Morgado
James A. Morgado is Chief Financial Officer of Insight Enterprises (NSIT), age 52. He joined Insight in January 2022 as Senior Vice President of Finance and was promoted to CFO effective January 1, 2025 . Prior roles include Vice President of Finance at Synopsys (2017–2021) with responsibility for Corporate Planning, FP&A, Treasury, Procurement and Supply Chain Finance; earlier leadership positions in finance at Juniper Networks and Cisco . Company performance context: in 2024 Insight delivered net sales of $8.7B, gross profit of $1.8B, and gross margin of 20.3%, with Adjusted ROIC of 15.28%; a $100 investment in Insight stock on 12/31/2019 grew to $216 by 12/31/2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Synopsys, Inc. | Vice President of Finance (Corporate Planning, FP&A, Treasury, Procurement, Supply Chain Finance) | 2017–2021 | Led core finance functions across planning and treasury, supporting enterprise software operations . |
| Insight Enterprises | Senior Vice President, Finance | 2022–2024 | Built finance leadership foundation prior to CFO promotion . |
External Roles
- Not disclosed for James A. Morgado .
Fixed Compensation
| Element | 2024 | 2025 | Notes |
|---|---|---|---|
| Base Salary ($) | $451,000 | $600,000 | 33% increase upon promotion to CFO effective Jan 1, 2025 . |
| Target Bonus (%) | — | 100% of base salary (=$600,000) | CFO included in 2025 cash incentive plan with 100% target . |
| Equity Grant Target ($) | — | $1,400,000 | Annual equity-based incentive, 40% service RSUs / 60% performance RSUs . |
Performance Compensation
| Metric | Weighting | Target Definition | Vesting / Measurement | Notes |
|---|---|---|---|---|
| Adjusted EFO (IEI) | 50% | Consolidated non-GAAP Adjusted EFO per plan definitions | Annual metric for cash bonus; rTSR/ROIC equity metrics separate . | |
| Core Services Gross Profit | 25% | YoY change in Core Services GP (consolidated) | Annual cash bonus weighting as disclosed . | |
| Cloud Gross Profit | 25% | YoY change in Cloud GP (consolidated) | Annual cash bonus weighting as disclosed . | |
| ROIC (Equity – PBRSU) | 30% of equity target (half of 60%) | One-year 2025 Adjusted ROIC range; 0–200% payout, threshold at 88%, max at 112% of target range | Earned shares vest in three equal annual installments beginning Feb 20, 2026 . | |
| Relative TSR (Equity – PBRSU) | 30% of equity target (half of 60%) | Three-year rTSR vs 30-company peer set; payout: 50% at 30th percentile, 100% at 55th, 200% at ≥80th | Cliff vest after performance is certified post Jan 1, 2028 . | |
| Service-Based RSUs | 40% of equity target | Time-based | Vest ratably over three years beginning Feb 20, 2026 . |
Equity Ownership & Alignment
| Policy / Practice | Details |
|---|---|
| Stock ownership guidelines | 3x base salary for executive officers; 6x for CEO; five-year transition period to attain . |
| Hedging / Pledging | Prohibited from hedging, short sales, and pledging Company securities; margin accounts also prohibited . |
| Clawback | NASDAQ-aligned clawback policy adopted Oct 2, 2023; recovery of incentive comp upon restatement beyond amounts that would have been received . |
| Equity plan design | Emphasis on at-risk pay; performance PBRSUs (ROIC, rTSR) and service RSUs; no option repricing without shareholder approval . |
Employment Terms
| Term | Details |
|---|---|
| Contract term | Executive employment agreements for executive officers and the current CFO provide continually renewing one-year terms . |
| Severance / Change-in-control | All change-in-control benefits are double-trigger, including stock awards under the 2020 Omnibus Plan . |
| Non-compete / Non-solicit | Specific duration/scope for Morgado not disclosed in the proxy; non-compete described for other NEOs varies (e.g., 12–24 months), but Morgado’s terms are not enumerated in DEF 14A . |
| Agreement reference | Executive Employment Agreement Between Insight Enterprises, Inc. and James Morgado dated Aug 30, 2024 (filed as exhibit) . |
| Insider trading policy | Rule 10b5-1 plans permitted; insider trading policy prohibits trading on MNPI and speculative transactions . |
Insider Transactions and Vesting Pressure
| Date | Filing | Transaction Type | Notes |
|---|---|---|---|
| Jan 3, 2025 | Form 4 | RSU-related transaction (Company standard net-share withholding noted in Form 4 context) | Promotion timing; Form 4 filed under Morgado’s CIK; see SEC index and PDF links . |
| Feb 20, 2025 | Form 4 | RSU grant/settlement entries | Annual equity grants align with 2025 plan approvals; see Cloudfront and SEC links . |
| Oct 30, 2025 | 10-Q Signatures | Listed as CFO and principal financial officer | Confirms role and certifications . |
Insight prohibits hedging and pledging, reducing forced-sale risks, and PBRSU structures create multi-year vesting that can concentrate selling windows around annual vest dates (Feb 20 series), typically with net-share tax withholding as per standard practice reflected across executive Form 4s .
Performance & Track Record
| Metric | Value | Notes |
|---|---|---|
| TSR (12/31/2019 → 12/31/2024) | $100 → $216 | Company TSR context during Morgado’s Insight tenure (joined 2022; CFO from 2025) . |
| 2024 Net Sales | $8.7B | YoY decline 5% . |
| 2024 Gross Profit | $1.8B | YoY growth 6% . |
| 2024 Gross Margin | 20.3% | Expanded ~210 bps . |
| 2024 Adjusted ROIC (non-GAAP) | 15.28% | Used in pay-for-performance metrics . |
Compensation Peer Group (Benchmarking)
- Technology Solutions Peer Group used for executive pay benchmarking (e.g., Arrow, Avnet, CDW, EPAM, Cognizant, HPE, Jabil, DXC, Kyndryl, WESCO, etc.) .
- 2024 study median revenue $7.6B and median market cap $4.8B for peer group (revenues < $30B); 2023 study median revenue $9.0B and market cap $4.1B (revenues < $35B) .
Say-on-Pay & Shareholder Feedback
- 2024 say-on-pay approval ~98% of votes cast, indicating shareholder support for pay practices emphasizing at-risk compensation .
Investment Implications
- Alignment: Morgado’s 2025 package is equity-heavy (PBRSUs in ROIC and rTSR) with robust clawback, no CoC tax gross-ups, and prohibitions on hedging/pledging—favorable alignment and governance signals .
- Retention risk: One-year auto-renew contract plus double-trigger CoC and multi-year vesting on 2025 equity reduce near-term flight risk; base salary reset to market at $600k supports retention during strategic execution .
- Performance levers: Cash bonus tied to Adjusted EFO, Core Services GP and Cloud GP aligns CFO focus to mix shift toward higher-margin services and cloud; equity ROIC goal enforces capital discipline; rTSR invites external-relative performance accountability .
- Trading signals: Expect recurring vest dates around Feb 20 annually per RSU schedules, with typical net-share tax withholding; monitor Form 4s around those dates for incremental selling pressure and any new 10b5‑1 plans .