Mark Hood
About Mark Hood
Mark Hood, age 60, is Executive Vice President and Chief Administrative Officer (CAO) of P10, Inc. (NYSE: PX). He became CAO in February 2024 after serving as EVP of Operations and Director of Investor Relations (Feb 2023–Feb 2024) and Director of Investor Relations (Oct 2021–Feb 2023). He holds a BBA in Marketing from Sam Houston State University and an MS in Technology Commercialization from UT Austin McCombs School of Business . During 2024, P10 reported 23% YoY revenue growth to $296.4M and 17% YoY Adjusted EBITDA growth to $144.5M; FPAUM reached $25.7B (+10% YoY), indicating platform momentum during his tenure on the senior leadership team .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Bespoke Partners (executive search for PE industry) | Chief Operating Officer | Jan 2021 – Aug 2021 | Led operations at a PE-focused executive search firm, supporting talent solutions for sponsors . |
| GlobalScape, Inc. (NYSE American: GSB) | Chief Operating Officer; EVP Operations; VP Operations | Jan 2020 – Aug 2020; May 2019 – Dec 2019; Aug 2018 – May 2019 | Operational leadership at a software company; scaling processes and execution . |
| Crossroads Systems, Inc. (data software/hardware) | Executive Vice President; various roles | Jan 2013 – Aug 2018 | Senior operating roles in data/software/hardware firm, driving commercialization and operations . |
Fixed Compensation
| Component | 2024 | 2023 |
|---|---|---|
| Base Salary | $500,000 | $300,000 |
| Annual Cash Bonus | $500,000 (paid in cash) | $117,492 |
| All Other Compensation (incl. carried interest distributions, RSU dividends, 401k, premiums) | $152,594 | $33,630 |
Performance Compensation
| Incentive Type | Metric | Target | 2024 Actual/Payout | Vesting |
|---|---|---|---|---|
| Annual Cash Bonus | Comp Committee performance metrics (not disclosed) | $300,000 | $500,000, paid in cash | N/A |
| Annual Equity Award (RSUs) | Equity alignment | $500,000 target (annual) | RSUs valued at $600,000 for 2024 | Feb 14, 2025 grant of 47,582 RSUs vests on first anniversary (Feb 14, 2026) |
| Stock Options (2024 grant) | Equity value creation | N/A | 50,000 options @ $7.99 (Mar 4, 2024); vest 25% on 2nd–5th anniversaries (Mar 4, 2026/27/28/29) | See dates |
| Carried Interest Awards | Fund performance-based carry | $1,000,000 target (annual) | Estimated targeted future value $1,500,000 in 2024 | Immediate vesting upon qualifying severance or change in control per agreement |
| Clawback Policy | SEC Rule 10D-1 compliant recovery policy | Company-wide | Clawback adopted in 2023 for erroneously awarded compensation upon financial restatement | Policy-level |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (Class A) | 82,735 shares as of Apr 14, 2025; <1% ownership . |
| Options Outstanding (by grant) | 50,000 @ $7.99 (3/4/2024), vesting 25% on 2nd–5th anniversaries ; 32,000 @ $9.93 (3/9/2023), vest on 5th anniversary (3/9/2028) ; 9,928 @ $12.30 (3/2/2022), vest on 5th anniversary (3/2/2027) ; 17,500 @ $15.87 (10/7/2021), vest on 5th anniversary (10/7/2026) . |
| RSUs | 47,582 RSUs granted Feb 14, 2025; vest on Feb 14, 2026 . |
| In/Out-of-the-Money (as of 12/31/2024 close $12.61) | 2024 options ($7.99) and 2023 options ($9.93) are in-the-money; 2021 options ($15.87) are out-of-the-money at $12.61 . |
| Hedging/Pledging | Company insider trading policy prohibits hedging, short sales, trading on margin or pledging . |
| Ownership Guidelines | Not disclosed in proxy; no executive-specific ownership guidelines noted in filings reviewed –. |
Vesting Schedules and Key Dates
| Award | Quantity | Strike / Type | Grant Date | Vesting Dates | Expiration |
|---|---|---|---|---|---|
| Stock Options | 50,000 | $7.99 | Mar 4, 2024 | 25% on Mar 4, 2026; Mar 4, 2027; Mar 4, 2028; Mar 4, 2029 | 3/4/2034 |
| Stock Options | 32,000 | $9.93 | Mar 9, 2023 | 100% on Mar 9, 2028 | 3/9/2033 |
| Stock Options | 9,928 | $12.30 | Mar 2, 2022 | 100% on Mar 2, 2027 | 3/2/2032 |
| Stock Options | 17,500 | $15.87 | Oct 7, 2021 | 100% on Oct 7, 2026 | 10/7/2031 |
| RSUs | 47,582 | RSU | Feb 14, 2025 | 100% on Feb 14, 2026 | N/A |
Employment Terms
| Term | Key Provision |
|---|---|
| Role/Promotion | EVP & CAO effective Feb 27, 2024; agreement amended and restated effective Apr 3, 2025 . |
| Base / Bonus | Base salary $500,000; annual bonus target $300,000 paid in cash; 2024 bonus $500,000 cash . |
| Equity & Carry | Annual equity award target value $500,000; carried interest award target value $1,000,000; 2024 RSUs $600,000 and carry targeted $1,500,000 . |
| Term / Renewal | Current term through Apr 3, 2026; auto-renews for successive one-year periods unless 90-day notice . |
| Severance (no cause / good reason) | Lump sum of 12 months’ salary + target annual bonus; up to 12 months COBRA; immediate vesting of Company equity and all carried interests . |
| Change-in-Control (within 18 months) | Severance increased to 18 months’ salary + target annual bonus covering 18 months; COBRA reimbursement extended to 18 months; immediate vesting of all equity and carry . |
| Death/Disability | Immediate vesting of all Company equity awards (excluding RSUs not yet earned) and all carried interests . |
| Restrictive Covenants | Confidentiality; 1-year non-solicit of clients and employees; 6-month non-compete . |
| Clawback | Company clawback policy adopted in 2023 per NYSE/SEC rules . |
Performance & Track Record Highlights (Company Context)
| Metric | FY 2024 | YoY Change |
|---|---|---|
| Revenue | $296.4M | +23% |
| Adjusted EBITDA | $144.5M | +17% |
| Adjusted Net Income | $120.2M | +18% |
| FPAUM | $25.7B | +10% |
| Q4 2024 Revenue | $85M | +35% YoY |
| Q4 2024 Adjusted EBITDA | $42.9M | +40% YoY |
Investment Implications
- Alignment: Hood’s pay mix combines cash bonus, RSUs, and carried interest. The carry emphasis (target $1.0M annually; $1.5M targeted in 2024) strengthens client/investor alignment through fund performance, while RSUs create shorter-dated equity exposure with one-year vesting cadence .
- Vesting/Overhang: Multiple near-term vesting events (RSUs Feb 2026; options tranche vesting annually 2026–2029) and immediate vesting on severance/CoC could create sellable supply around vest dates or corporate events; 2024/2023 option strikes are in-the-money versus $12.61 year-end close, while 2021 options remain out-of-the-money .
- Retention Risk: Severance provides 12–18 months’ cash and full acceleration of equity and carry, reducing downside for departure. Covenants are modest (6-month non-compete; 1-year non-solicits), implying limited post-departure constraints relative to peers .
- Governance Signals: Company-wide prohibition on hedging/pledging reduces alignment red flags; clawback policy meets NYSE/SEC requirements, supporting pay-for-performance discipline .
- Ownership: Direct beneficial stake is small (<1%), so behavioral incentives are more tied to carry economics and annual equity grants than large personal stock ownership stakes .