Amy Vickroy Walker
Paycom SoftwareAbout Amy Vickroy Walker
Amy Vickroy Walker, 37, is Executive Vice President of Sales at Paycom, promoted effective April 1, 2024 after nearly 14 years at the company and senior leadership roles in sales since 2016; she holds a bachelor’s degree in marketing from Missouri State University . In 2024, Paycom delivered revenue of $1,883.2 million; Walker’s 2024 PSUs vested at target tied to revenue performance, aligning her compensation with company outcomes . For 2025, her target compensation includes a 100% of salary annual incentive and balanced PSU/RSU equity, with immediate stock issued, reinforcing pay-for-performance and alignment .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Paycom | Executive Vice President of Sales | Apr 2024–present | Leads full sales organization, prioritizing client success |
| Paycom | Executive Vice President of Outside Sales | Nov 2023–Apr 2024 | Led outside sales; “results … impressive” under her leadership |
| Paycom | Regional Vice President of Sales | Nov 2016–Nov 2023 | Expanded and managed multiple regions/offices |
| Paycom | Sales Manager | Jan 2012–Nov 2016 | Built and led sales teams |
| Paycom | Executive Sales Representative | Jun 2010–Jan 2012 | Top producer; foundation of career progression |
External Roles
No external board or public company roles disclosed for Ms. Walker .
Fixed Compensation
| Metric | 2024 Actual | 2025 Target |
|---|---|---|
| Base Salary ($) | $471,150 | $537,680 |
| Base Salary in effect (mid-year) ($) | $517,000 (effective July 1, 2024) | — |
| Annual Incentive | $600,000 fixed (2024 only; paid quarterly) | 100% of base salary target under AIP |
| Immediate Stock Award ($) | — | $625,759 (3,000 shares granted and vested in Feb 2025) |
2024 Quarterly Bonus Schedule (one-time program):
| Quarter | Pay Date | Amount ($) |
|---|---|---|
| Q1 2024 | Apr 15, 2024 | $150,000 |
| Q2 2024 | Jul 15, 2024 | $150,000 |
| Q3 2024 | Oct 15, 2024 | $150,000 |
| Q4 2024 | Jan 15, 2025 | $150,000 |
Performance Compensation
2024 PSUs (one-year performance period ending Dec 31, 2024):
| Element | Value |
|---|---|
| Target PSUs (#) | 4,000 |
| Metric | Total Revenue |
| Threshold | ≥ $1,860 million (75% payout) |
| Target | ≥ $1,870 million and < $1,885 million (100% payout) |
| Maximum | ≥ $1,885 million (125% payout) |
| Actual Performance | $1,883.2 million FY 2024 revenue |
| Payout | 100% (vested at target) |
| Vesting Certification | Feb 2025 |
2024 RSAs (President’s Club cycle recognition):
| Grant | Shares (#) | Vesting Dates (# per date) |
|---|---|---|
| May 2024 RSAs | 1,482 | 494 each on Apr 27, 2025, 2026, and 2027, subject to continued service |
Awards Vested in 2024 (realized):
| Metric | 2024 |
|---|---|
| Shares Acquired on Vesting (#) | 5,358 |
| Value Realized ($) | $1,059,730 |
AIP design reference (for executives generally): Company AIP uses objective performance criteria such as revenues, adjusted EBITDA, and annual revenue retention rate; participants and metrics/payouts are approved each period by the Compensation Committee .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership | 24,190 shares; less than 1% of outstanding |
| Unvested Restricted Stock included | 7,750 unvested shares |
| Spouse Holdings | 18 shares held by spouse |
| Stock Options | Company does not currently grant options |
| Stock Ownership Guidelines | 3x base salary for executive officers |
| Compliance Status | All executive officers, including Walker, in compliance as of Mar 12, 2025 |
| Hedging/Pledging | Insider trading policy requires pre-clearance for any hedging transactions; no pledging disclosures noted for Walker |
Employment Terms
| Provision | Term |
|---|---|
| Employment Type | At-will (letter agreement; supersedes January prior offer) |
| Base Salary (new role) | $517,000 effective with promotion (Apr 1, 2024) |
| 2024 Cash Bonus | $600,000 (quarterly schedule; employment/role condition for payment) |
| 2024 PSU Award | Up to 5,000 PSUs contemplated in letter in exchange for cancellation of prior PSAs; Committee granted 4,000 target PSUs aligned with NEO PSU design |
| Restrictive Covenants | References to Employee Non-Competition and Non-Solicitation Agreement and IP/Confidentiality agreements signed contemporaneously (terms not fully disclosed) |
| Clawback | Company maintains executive clawback policy for erroneously awarded incentive compensation upon restatement |
Change-in-Control and Termination Economics (as of Dec 31, 2024; share price $204.97):
| Scenario | Amounts ($) |
|---|---|
| Death/Disability | $2,749,878 total (non-executive equity awards $1,626,232; PSUs $819,880; RSAs $303,766) |
| Change in Control (no termination) | $819,880 (PSUs at target, per award mechanics and table presentation) |
| Termination Without Cause / Good Reason | $819,880 (PSUs at target; RSAs/non-executive equity amounts not accelerated under this scenario per table) |
| PSU CIC Mechanics | Double-trigger full vesting if terminated without cause or for good reason within 12 months post-CIC; if awards not assumed, vesting at target/pro rata per performance period |
Investment Implications
- Compensation alignment: 2024 pay mix balanced cash/equity with PSUs directly tied to revenue; vesting at target on $1,883.2 million revenue underscores pay-for-performance, and 2025 target plan continues equal PSU/RSU emphasis with a 100% salary bonus target .
- Retention and selling pressure: Near-term RSA vesting (494 shares each in 2025–2027) plus 2024 PSU settlement and a 2025 immediate stock grant create scheduled liquidity events; monitor Form 4 activity for incremental selling pressure and compliance with pre-clear policies .
- Ownership alignment: 24,190 shares beneficially owned, 7,750 unvested restricted shares, and guideline compliance at 3x salary support strong alignment; no pledging disclosures noted, and company does not grant stock options, reducing leverage-induced risk .
- Severance economics: For Walker, disclosed severance value is primarily equity-related under death/disability/CIC/qualifying termination mechanics; absence of salary continuation in the table suggests lower guaranteed severance exposure vs peers, with retention anchored in equity vesting .
- Performance execution: Company commentary cites strong revenue execution and shareholder feedback driving compensation redesign; note that three-year PSUs tied to TSR were forfeited for a second consecutive year, highlighting heightened performance hurdles and potential pressure on long-term equity outcomes .