Robert Bodor

President and Chief Executive Officer at Proto Labs

Since March 1, 2021

Age

52 years

Education

Holds B.S., M.S., and Ph.D. degrees in Engineering and Computer Science.

Tenure

Joined PRLB in December 2012 as Director of Business Development, advanced to Chief Technology Officer, served as Vice President and General Manager – Americas, and has been serving as President and CEO since March 1, 2021.

Also at Proto Labs

Daniel Schumacher

Chief Financial Officer

MRK

Michael R. Kenison

Vice President/General Manager - Americas

Oleg Ryaboy

Chief Technology Officer

About

With a robust background in technology and strategic leadership, this executive has built a reputation through significant contributions at both Honeywell and PRLB, where early roles set the stage for a trajectory toward executive leadership.

Over the years, a steady progression through key positions—from business development to technology oversight and then to regional operational management—demonstrated a commitment to innovation that has been central to driving growth and transformation in the digital manufacturing space.

By emphasizing a technology-driven approach and a deep understanding of market dynamics, this leader has not only advanced internal capabilities at PRLB but has also inspired teams to meet ambitious strategic objectives, reinforcing a culture of continuous improvement and competitive excellence.

$PRLB Performance Under Robert Bodor

Past Roles

Organization	Role	Date Range	Details
Proto Labs (PRLB)	Vice President and General Manager – Americas	January 2015 – March 2021	Promoted to President and CEO in March 2021
Proto Labs (PRLB)	Chief Technology Officer	July 2013 – January 2015	N/A
Proto Labs (PRLB)	Director of Business Development	December 2012 – June 2013	N/A
Honeywell	Leader of SaaS business offerings, Life Safety Division	January 2011 – December 2012	N/A

Fixed Compensation

Data from FY 2023

Component Name	Amount	Payment Schedule	Additional Details
Base Salary	$600,000	Annually	Fixed cash compensation; unchanged from 2022.
All Other Compensation	$11,200	Annually	Includes 401(k) contributions and other benefits.

Performance Compensation

Data from FY 2023

Annual Incentive Program

Component	Metric	Weight (%)	Threshold	Target	Actual Performance	Payout Factor	Additional Details
Revenue Factor	Revenue	75	$480.1M	$535.5M	$499.9M	60.7%	Calculated without FX effects ; payout increases between threshold and target.
AOI Factor	Adjusted Operating Income	25	11.8%	14.1%	11.8%	40.7%	Based on budgeted AOI margin; payout scales proportionately.

Final Incentive Amount: $334,063 representing 56% of target achievement.

Long-Term Incentive Plan (LTIP)

Award Type	Quantity / Units	Grant Date Fair Value	Vesting Schedule	Performance Metric / Conditions
PSUs	44,327 (target)	$2,561,558 (target) / $5,123,116 (max)	Vests at end of 3-year performance period (January 1, 2023 – December 31, 2025)	3-year cumulative TSR relative to the Russell 2000 Growth Index; payout scale: 0% below 25th, 50% at 25th, 100% at 50th, 200% at/above 75th.
RSUs	22,164	$750,030	Vest 25% annually over 4 years starting February 13, 2024	Time-based vesting; no performance metric.
Stock Options	42,061	$750,003	Vest 25% annually over 4 years starting February 13, 2024; expire 10 years from grant	Time-based vesting; exercise price is $33.84 per share.