Michael Bosco
About Michael Bosco
Michael Bosco, 39, was appointed Senior Vice President and Chief Accounting Officer of Pursuit Attractions and Hospitality, Inc. (PRSU), effective July 1, 2025; he commenced employment on June 16, 2025 and signed the Company’s Q3 2025 Form 10‑Q as Chief Accounting Officer on November 6, 2025 . He holds a Master’s Degree in Accounting Science from Northern Illinois University and is a licensed CPA in Colorado; prior to PRSU he held senior accounting and reporting roles at Vail Resorts (NYSE: MTN) from 2009 to 2025 . Company performance context: in 2024, the Legacy Pursuit Segment delivered year‑over‑year revenue growth (despite Jasper wildfire impacts), while GES achieved 12% revenue growth and 34% adjusted EBITDA growth prior to divestiture . Shareholders approved 2025 say‑on‑pay at ~97.9% of votes cast (25,591,612 for; 528,948 against; 7,458 abstain) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Vail Resorts, Inc. | Vice President & Assistant Controller | Oct 2022 – May 2025 | Senior leadership over controllership; responsibilities included financial reporting oversight |
| Vail Resorts, Inc. | Senior Director, Financial Reporting; Technical Accounting, Capital Assets, Treasury & SOX Compliance | Oct 2020 – Oct 2022 | Led SEC reporting, technical accounting, capital assets, treasury and Sarbanes‑Oxley compliance functions |
| Vail Resorts, Inc. | Senior Director, Financial Reporting | Oct 2019 – Oct 2020 | Led financial reporting processes |
| Vail Resorts, Inc. | Various roles of increasing responsibility | Nov 2009 – Oct 2019 | Progressively senior roles in finance/accounting |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| None disclosed | — | — | No public company board roles or related party interests disclosed; no Item 404(a) transactions |
Fixed Compensation
| Component | 2025 Terms | Notes |
|---|---|---|
| Base salary | $285,000 | As disclosed in 8‑K appointment |
| Annual bonus target | 35% of base salary | Actual payout range 0%–175% of target, metrics to be set by Board/HRC |
| Benefits | Standard employee benefit and welfare plans | Per 8‑K |
Performance Compensation
| Award Type | Grant Value | Mix / Metrics | Vesting | Notes |
|---|---|---|---|---|
| 2025 LTI (Commencement grant) | $142,500 | ~50% performance‑based / ~50% time‑based | Not disclosed | Award granted on Employment Commencement Date; annual LTI target thereafter equal to 50% of base salary, at Board/HRC discretion |
| New‑hire RSU | $100,000 | Time‑based RSUs | Not disclosed | Granted on Employment Commencement Date |
Company program context (design reference): RSUs generally vest in equal annual installments over three years, and PSUs typically measure 3‑year relative TSR versus Russell 2000 constituents; 2024 NEO LTI used ~70% PSUs and ~30% RSUs with defined TSR payout curves (capped at 100% if absolute TSR is negative) . 2024 MIP metrics were 60% EBITDA, 20% EBITDA margin, 20% strategic objectives with defined threshold/target/max design . Bosco’s specific vesting and 2025 MIP metrics were not disclosed .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership | Not disclosed in 2025 proxy (as of 3/25/2025) given employment commenced 6/16/2025; later holdings not reported in proxy tables |
| Ownership % of shares outstanding | Not disclosed |
| Vested vs unvested breakdown | Not disclosed |
| Options (exercisable vs unexercisable) | Not disclosed; no options mentioned in appointment terms |
| Stock ownership guidelines | Company guidelines: CEO 5x salary; direct reports to CEO 3x; second level below CEO 1.5x; directors 5x retainer. Applicable multiple depends on reporting line; individual categorization for Bosco not disclosed |
| Hedging/pledging | Company prohibits hedging and pledging by directors and executive officers; trading only in pre‑cleared windows |
| Insider trading windows | Pre‑clearance required; trades permitted only during company‑prescribed trading windows |
Employment Terms
| Term | Detail |
|---|---|
| Appointment | SVP, Chief Accounting Officer; effective 7/1/2025; employment commenced 6/16/2025 |
| Contract form | Compensation terms via Board appointment; no separate employment agreement disclosed |
| Severance (non‑CIC) | Not disclosed for Bosco |
| Change‑of‑control | Not disclosed for Bosco; company maintains an Executive Severance Plan (Tier I) for NEOs (double‑trigger), but individual participation not specified |
| Non‑compete / non‑solicit | Not disclosed |
| Clawbacks | Company clawback provisions apply to short‑ and long‑term incentives; Dodd‑Frank compliant recoupment policy approved Nov 2023 |
| Related party transactions | None; Item 404(a) interest not present |
| Governance signals | 2025 say‑on‑pay passed (25.59M for; 0.53M against) |
Performance Compensation (Company MIP Framework – Context)
| Metric | Weighting | 2024 Target Definition | Notes |
|---|---|---|---|
| EBITDA | 60% | Threshold/Target/Max set annually (2024 Legacy Viad target $197.0m; actual $198.1m → 104.6% achievement) | Non‑GAAP, defined in CD&A; currency fixed rates applied |
| EBITDA Margin | 20% | Threshold/Target/Max set annually; weighted by segment results | Non‑GAAP margin definition per CD&A |
| Strategic Objectives | 20% | Programmatic objectives; capped funding unless threshold financial achieved | Committee‑evaluated achievements |
Track Record, Qualifications, and Execution Risk
- Education/credentials: Master’s in Accounting Science (Northern Illinois University); Active CPA (Colorado) .
- Leadership and execution: Led SEC reporting, technical accounting, capital assets, treasury, and SOX compliance at Vail Resorts prior to CAO role, indicating strong controls and reporting background .
- Tenure markers: Signed PRSU’s Q3 2025 10‑Q as CAO, evidencing responsibility over disclosure controls and filing certifications processes at the Company .
Investment Implications
- Compensation alignment: Mix includes performance‑based equity (50% of 2025 commencement LTI) and time‑based RSUs, aligning pay with performance while creating scheduled vesting events that can contribute to insider supply when vesting occurs; exact vesting schedule for Bosco not disclosed, so monitor upcoming Form 4s around grant anniversaries .
- Selling pressure and governance: Stock ownership guidelines and insider trading policy restrict sales until guideline compliance and require pre‑clearance during windows; hedging/pledging are prohibited, reducing misalignment risks and potential forced sales .
- Retention/contract visibility: No individual severance, non‑compete, or change‑of‑control terms disclosed for Bosco, limiting visibility on retention economics; Company‑level clawbacks and recoupment policy enhance accountability .
- Shareholder posture: Strong say‑on‑pay support in 2025 indicates investor acceptance of the current pay architecture; continued monitoring of performance metric calibration and vesting outcomes is warranted .