James Reilly
About James Reilly
James Reilly, 51, is President of Red Violet, Inc. (RDVT) and has served in this role since the company’s formation in August 2017; he was additionally appointed Principal Operating Officer effective August 1, 2025 . His background spans senior commercial and operational roles in data/analytics at Fluent, TransUnion Risk and Alternative Data Solutions (TRADS), TLO, and RDVT subsidiaries IDI Holdings and Interactive Data, including a court injunction that paused services from July 2016–June 2017 before rejoining as President . Company performance context: revenues rose from $53.3M in FY2022 to $75.2M in FY2024; net income improved to $7.0M in FY2024 (after $13.5M in FY2023), while the company-reported total shareholder return proxy metric showed $100 → $91 by 2024 (from $58 in 2022) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Red Violet, Inc. | President | Aug 2017–present | Executive leadership over operations and growth post-spin-off . |
| Red Violet subsidiaries (IDI Holdings, Interactive Data) | President & COO | Oct 2014–Jun 2016 | Built operating cadence and commercialization for data assets . |
| Fluent, Inc. | President | Jul 2017–Mar 2018 (spin-off) | Led operations through spin-off of RDVT . |
| Fluent, Inc. | President | Jun 2015–Jun 2016 | Drove execution in data and analytics commercialization . |
| TRADS (TransUnion) | Vice President of Sales | Jan 2014–Sep 2014 | Commercial leadership in alternative data . |
| TLO, LLC | Senior Vice President | Aug 2010–Dec 2013 | Senior commercial role in data fusion enterprise . |
| N/A (injunction) | Enjoined from providing services | Jul 2016–Jun 2017 | Legal constraint prior to returning to executive roles . |
External Roles
No external public-company directorships or roles for James Reilly are disclosed in RDVT’s proxy biographies .
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary (USD) | $429,309 | $452,645 |
| Target Bonus % | Not disclosed; bonuses discretionary | Not disclosed; bonuses discretionary |
| Actual Bonus Paid (USD) | $350,000 | $490,000 |
Notes:
- As of Employment Agreements: annual salary increased to $471,000 effective Nov 1, 2024; annual cash bonus of $490,000 awarded Jan 6, 2025 .
Performance Compensation
| Award Type | Grant Date | Shares | Grant-Date Fair Value/Share | Vesting Schedule |
|---|---|---|---|---|
| RSU | Oct 12, 2022 | 40,000 | $16.91 | One-third annually on Nov 1, 2023; Nov 1, 2024; Nov 1, 2025 . |
| RSU | Nov 30, 2023 | 40,000 | $20.92 | One-third annually on Dec 1, 2024; Dec 1, 2025; Dec 1, 2026 . |
| RSU | Nov 4, 2024 | 31,500 | $30.04 | One-third annually on Nov 1, 2025; Nov 1, 2026; Nov 1, 2027 . |
Additional points:
- RDVT states it does not currently grant stock options to NEOs; equity awards are RSUs approved by the Compensation Committee with time-based vesting; no NEO PSUs disclosed for 2024 .
Equity Ownership & Alignment
| Ownership Metric | Value |
|---|---|
| Total beneficial ownership (shares) | 193,958 |
| Ownership as % of shares outstanding | 1.4% (based on 13,950,797 shares as of Apr 14, 2025) |
| Unvested RSUs (as of Dec 31, 2024) | 13,333 (vest Nov 1, 2025); 26,666 (vest 13,333 each on Dec 1, 2025 & Dec 1, 2026); 31,500 (vest 1/3 on Nov 1, 2025/2026/2027) |
| Options (exercisable/unexercisable) | None; RDVT does not currently grant stock options |
| Hedging/short selling policy | Hedging and short sales prohibited for directors and executive officers |
| 10b5-1 trading plans (Q2 2025) | None in effect during quarter |
| Tax withholding on vesting | 9,379 shares withheld for taxes upon RSU vesting (Nov 2025) |
Upcoming vesting-related supply (2025 indicative):
- Nov 1, 2025: 13,333 (2022 grant) and one-third of 31,500 (2024 grant) .
- Dec 1, 2025: 13,333 (2023 grant) .
Pledging: No pledges of RDVT stock by James Reilly are disclosed in company filings; policy specifies hedging ban but does not explicitly reference pledging in proxy .
Employment Terms
| Term | Details |
|---|---|
| Agreement term | Ends Mar 26, 2027; auto-renews for successive one-year terms unless either party gives 120 days’ notice before expiration . |
| Current base salary | $471,000 (effective Nov 1, 2024) . |
| Bonus eligibility | Eligible for discretionary cash bonus commensurate with position (e.g., $490,000 awarded Jan 6, 2025) . |
| Equity eligibility | Eligible for RSU grants under the Stock Incentive Plan at Compensation Committee’s discretion . |
| Severance (no cause / Good Reason / successor non-assumption) | Greater of remaining term base salary or 2 years’ base salary, paid per payroll practices; conditioned on compliance with Confidentiality/Nondisclosure/Noncompetition/Nonsolicitation/Nondisparagement agreement . |
| Equity acceleration | All equity awards vest immediately upon (i) Change of Control; (ii) termination without cause; (iii) Good Reason resignation; or (iv) death or disability (single-trigger for Change of Control) . |
| Clawback | Company-wide clawback policy aligned with SEC/NASDAQ rules for incentive comp recoupment on restatements . |
| Insider trading | Pre-clearance procedures; hedging and short-selling prohibited . |
Performance & Track Record
- Appointed Principal Operating Officer of RDVT effective Aug 1, 2025, reinforcing operational accountability .
- Historical commercial impact: credited with driving revenue from zero to a $25M run-rate at TransUnion in prior iteration of the team’s data engine, per company presentation transcript .
Company Performance Context
| Metric (USD) | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues | $53.3M | $60.2M | $75.2M |
| EBITDA | $0.6M | $2.7M* | $8.1M* |
| Net Income | $0.6M | $13.5M | $7.0M |
*Values retrieved from S&P Global.
Pay vs performance (company proxy metric):
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Value of initial fixed $100 investment (TSR proxy) | $58 | $50.31 | $91 |
| Net Income | $0.6M | $13.5M | $7.0M |
Say-on-Pay & Shareholder Feedback
| Proposal (2024 Annual Meeting) | For | Against | Abstain | Broker Non-Votes |
|---|---|---|---|---|
| Say on Pay (2023 NEO compensation) | 11,346,696 | 155,188 | 1,530 | 1,418,568 |
| Frequency of Say on Pay | One Year: 9,786,293; Two Years: 373,115; Three Years: 62,442; Abstain: 1,281,565; Board will hold annual votes . |
Compensation Committee Analysis
- Committee: Steven Rubin (Chair), Lisa Stanton, William Livek; all independent .
- Charter-driven oversight; CEO recommends compensation for other executives; no explicit disclosure of an external compensation consultant or a formal compensation peer group for NEO benchmarking in the proxy .
- 2018 Stock Incentive Plan amended/restated (June 10, 2025) to increase shares available to 7.5M and extend plan to 2035, enabling continued equity-based compensation capacity .
Risk Indicators & Red Flags
- Single-trigger vesting on Change of Control (accelerated vesting without termination) can misalign outcomes if M&A occurs without meaningful performance conditions .
- Bonuses are discretionary rather than tied to disclosed quantitative targets (e.g., revenue, EBITDA, TSR), reducing transparent pay-for-performance linkage .
- Increased share reserve under the stock plan may contribute to dilution if equity grant pacing accelerates .
- Hedging and short selling prohibited; no 10b5-1 plans reported in Q2 2025; RSU tax withholding creates periodic settlement-related share supply rather than open-market selling .
Investment Implications
- Alignment: Reilly’s material unvested RSUs and 1.4% direct ownership support equity alignment; however, the discretionary cash bonus structure and single-trigger change-of-control acceleration weaken explicit performance-tethering and raise potential M&A windfall risks .
- Near-term vesting stack (Nov–Dec 2025) may create mechanical share settlements/withholding; monitor Form 4s for any incremental selling around vest dates and watch plan dilution from the expanded share reserve .
- Operational signal: His elevation to Principal Operating Officer suggests deeper execution accountability; pair this with the recent revenue trajectory and net income trends to evaluate cash bonus reasonableness and equity grant pace going forward .