Celina Davila
ProPetro HoldingAbout Celina Davila
Celina M. Davila, 44, is ProPetro’s Chief Accounting Officer (CAO) since November 2023; she briefly served as principal financial officer through the Q2 2025 10‑Q before the new CFO’s appointment and continues as CAO thereafter . She is a CPA with a BA in Accounting and an MBA from Texas Tech, and previously held accounting leadership roles at Pioneer Natural Resources and began her career as a Senior Auditor at Johnson, Miller & Co. . Company performance context for her tenure: 2024 revenue was $1.4B and adjusted EBITDA was $283.2M; cumulative 5‑year TSR was −17.1% versus the peer group’s −4.3% .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Johnson, Miller & Co. | Senior Auditor | Prior to 2012 | Public accounting foundation |
| Pioneer Natural Resources | Accounting Supervisor; Accounting Manager | 2012–2018 | Led accounting functions at a large E&P; upstream reporting rigor |
| ProPetro Holding Corp. | Hydraulic Fracturing Controller | Jan 2019–Oct 2019 | Built segment controls for frac operations |
| ProPetro Holding Corp. | Corporate Controller | Oct 2019–Aug 2022 | Corporate consolidation and control environment |
| ProPetro Holding Corp. | Director of Accounting & Corporate Controller | Aug 2022–Nov 2023 | Scaled accounting during fleet/portfolio transition |
| ProPetro Holding Corp. | Chief Accounting Officer | Nov 2023–present | Accounting leadership through PROPWR launch, fleet modernization |
External Roles
No external public company board roles disclosed for Davila in the company’s filed materials .
Fixed Compensation
- Specific CAO base salary, target bonus, and perquisites for Davila are not disclosed; ProPetro’s NEO program features base salary, annual cash incentive, RSUs/PSUs, 401(k) matching, and limited perquisites (vehicle allowance and club dues) .
- Executives are covered by a clawback policy adopted on Oct 11, 2023 per NYSE Section 303A.14 .
Performance Compensation
Company’s Annual Bonus Plan metrics and 2024 outcomes (applies to Named Executive Officers; Davila’s specific targets/payout not disclosed):
| Metric | Weight | Threshold | Target | Maximum | Actual 2024 | Payout vs Target |
|---|---|---|---|---|---|---|
| Adjusted EBITDA ($MM) | 40% | 150 | 300 | 330 | 283 | 37.7% |
| Free Cash Flow ($MM) | 20% | 40 | 79 | 87 | 150 | 40.0% |
| Safety (TRIR) | 10% | 0.75 | 0.65 | 0.50 | 0.74 (with −6% discretionary adjustment) | −0.5% |
| Diesel Displacement (gallons) | 5% | 46,800,000 | 58,500,000 | 64,350,000 | 62,895,391 | 8.8% |
| Employee Training (hours) | 5% | 8,000 | 10,000 | 11,000 | 9,473 | 4.3% |
| Quantitative Total | 80% | — | — | — | — | 90.3% |
| Individual Qualitative | 20% | — | — | — | 82%–149% (by executive) | 16%–30% |
Additional context: 2024 revenue $1.4B and net cash from operations $252M ; adjusted EBITDA (company-selected measure) $283,243k .
Equity Ownership & Alignment
Beneficial Ownership
| Holder | Shares Beneficially Owned | % of Outstanding | As-of Date |
|---|---|---|---|
| Celina A. Davila | 19,771 | <1% | Mar 24, 2025 |
- Executive stock ownership guidelines: “All Other Executive Officers” must hold stock valued at ≥1x base salary; unvested RSUs count at a 40% discount; unexercised options and unvested PSUs excluded .
- Hedging and pledging of company securities are prohibited by Insider Trading Compliance Policy .
RSU Grants and Vesting Schedules
| Grant Date | Award Type | Units | Vesting Schedule |
|---|---|---|---|
| Feb 17, 2021 | RSUs | 5,319 | 3 equal annual installments starting Feb 17, 2022 |
| Feb 16, 2022 | RSUs | 4,804 | 3 equal annual installments starting Feb 16, 2023 |
Insider Transactions (sell-to-cover and settlements)
| Date (Filed) | Transaction | Security | Shares | Price | Notes |
|---|---|---|---|---|---|
| Feb 20, 2024 | M (RSU settlement) | Common | 1,601 | — | RSUs vested to shares; tax withholding F: 475 @ $8.30; holdings updated |
| Feb 20, 2024 | M (RSU settlement) | Common | 1,773 | — | RSUs vested to shares; tax withholding F: 526 @ $8.30 |
| Sep 5, 2025 | M/F (RSU settlement) | Common | 1,990 | — | RSUs settled; 485 shares withheld for taxes; direct holdings noted |
Note: No option grants or pledging activity are disclosed for Davila; RSU-related transactions indicate routine sell‑to‑cover tax withholding.
Employment Terms
- Executive Severance Plan: Company uses tiered severance (Tier 1/2/3) with 2.0x/1.5x/1.0x salary+target bonus for qualifying termination and 3.0x/2.0x/1.5x upon Change‑in‑Control plus prorated bonus and COBRA subsidy; Davila’s tier is not disclosed . To receive severance, participants must execute a release and comply with restrictive covenants (1‑year non‑compete; 2‑year non‑solicit; perpetual confidentiality/non‑disparagement) .
- Equity treatment on CIC under the 2020 LTIP: RSUs/PSUs accelerate upon termination without Cause or resignation for Good Reason within one year post‑CIC; PSUs settle based on performance as of CIC date with special treatment for 2023/2024 grants; if awards are not assumed by a successor, all outstanding awards vest (PSUs at greater of target or actual) .
- Clawback policy effective Oct 11, 2023 for incentive-based compensation over the prior 3 completed fiscal years following a restatement .
- Prohibition on hedging and pledging; policy filed with 2024 10‑K .
Investment Implications
- Alignment: Davila’s compensation is equity‑heavy (RSUs), subject to ownership guidelines and clawback, with hedging/pledging prohibited—favorable for long‑term shareholder alignment .
- Vesting and selling pressure: Recurring RSU vestings around mid‑February (historical grants from 2021/2022) and September 4, 2025 suggest predictable sell‑to‑cover flows that can create minor technical pressure near vest dates .
- Retention risk: No individual employment agreement disclosed; retention supported via LTIP and severance plan structure, with Davila maintaining CAO continuity through the CFO transition in July 2025 .
- Pay-for-performance: Company’s bonus framework ties payouts to Adjusted EBITDA, FCF, and safety/sustainability metrics; 2024 achieved strong FCF and operational goals despite a soft market, signaling disciplined capital management and a quantitative incentive design .