Dominic Leide
About Dominic Leide
Dominic Leide (age 49) is President of The Office Gurus (TOG), SGC’s Contact Centers segment, a role he has held since 2014; he previously served as Managing Director of TOG (2010–2014), VP of Administration & Customer Support (2009–2018), U.S. Manager of near‑shore operations (2008), Director of Customer Excellence (2007), and Manager of Special Projects (2006) . Company-level performance during his recent tenure improved with FY2024 net income of $12.0M and cumulative total shareholder return value of $86 (fixed $100 base), up from FY2022 net loss of $(32.0)M and TSR value of $46 .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Superior Group of Companies – The Office Gurus (Contact Centers) | President | 2014–present | Leads contact center segment operations |
| Superior Group of Companies – The Office Gurus | Managing Director | 2010–2014 | Oversaw near‑shore delivery and segment management |
| Superior Group of Companies | VP, Administration & Customer Support | 2009–2018 | Led customer support/admin functions |
| Superior Group of Companies | U.S. Manager, near‑shore operations | 2008 | Managed near‑shore operations |
| Superior Group of Companies | Director of Customer Excellence | 2007 | Directed customer excellence initiatives |
| Superior Group of Companies | Manager of Special Projects | 2006 | Managed cross‑functional projects |
External Roles
No public-company directorships or external board roles disclosed in Company filings; management biographies list only internal roles .
Fixed Compensation
| Metric | 2020 | 2021 | 2022 |
|---|---|---|---|
| Base salary ($) | 224,694 | 251,311 | 264,895 |
| Target bonus design | — | TIA 35% of salary; 100% payout at segment BEPS $0.48 | 4% of TOG EBITDA (+accrual; −interest on acquisition debt) per employment agreement |
Notes:
- TIA = individual target incentive amount within annual incentive program .
- TOG EBITDA bonus formula specified in the employment agreement starting 2022 .
Performance Compensation
| Incentive/award | Metric | Weighting | Target | Actual/result | Payout (year) | Vesting terms |
|---|---|---|---|---|---|---|
| Annual cash incentive (2021) | Remote Staffing Solutions segment BEPS (adjusted EPS) | N/A | $0.48 BEPS for 100% TIA | Segment BEPS $0.77 | $428,026 (2021) | Paid following fiscal year |
| Annual cash incentive (2022) | 4% of TOG EBITDA (+accrual; −interest on acquisition debt) | N/A | Formula-based | N/A (formula applies) | $786,554 (2022) | Paid following fiscal year |
| Restricted stock (granted 5/14/2021; 19,135 shrs) | Time-based | N/A | N/A | Grant-date fair value included in 2021 stock awards | $954,262 (2021 stock awards) | Vests 5/14/2026 (service) |
| Performance shares (granted 5/14/2021; 19,135 shrs) | Defined performance condition (pre-tax/segment income) | N/A | Threshold/target per award | Performance period through 5/14/2026 | N/A | Vests 5/14/2026 subject to performance and service |
Multi‑Year Compensation (Named Executive Officer periods)
| Component ($) | 2020 | 2021 | 2022 |
|---|---|---|---|
| Salary | 224,694 | 251,311 | 264,895 |
| Bonus (discretionary cash) | — | — | — |
| Stock awards (grant‑date FV) | — | 954,262 | — |
| Option awards (grant‑date FV) | 43,932 | 56,492 | 57,634 |
| Non‑equity incentive plan comp | 281,083 | 428,026 | 786,554 |
| All other compensation | 10,563 | 25,769 | 34,172 |
| Total | 581,902 | 1,715,860 | 1,143,255 |
Vesting Schedules and Equity Award Detail (Outstanding as disclosed)
| Award type | Quantity | Exercise price ($) | Expiration | Vest date/status |
|---|---|---|---|---|
| Restricted stock (5/14/2021) | 19,135 shrs | — | — | Vests 5/14/2026 (service) |
| Performance shares (5/14/2021) | 19,135 shrs | — | — | Vests 5/14/2026 (performance + service) |
| Options/SARs | 7,200 | 23.59 | 2/1/2023 | Standard vesting (2 yrs post‑grant) |
| Options/SARs | 8,500 | 17.77 | 1/31/2024 | Standard vesting (2 yrs post‑grant) |
| Options/SARs | 9,000 | 10.97 | 2/7/2025 | Standard vesting (2–3 yrs post‑grant) |
| Options/SARs | 10,186 | 8.48 | 5/12/2025 | Standard vesting |
| Options/SARs | 5,600 | 25.75 | 2/5/2026 | Standard vesting |
| Options/SARs | 6,000 | 20.13 | 2/4/2027 | Standard vesting |
| Options/SARs | 3,010 | 9.95 | 12/2/2027 | 3‑year vest for 12/2/2022 grants |
Notes:
- As of 12/31/2022, Leide held unvested RSUs/PSUs and multiple option grants with 5‑year terms (typical) and 2–3 year vest schedules .
- Unvested awards accelerate upon change in control under plan terms (see Equity Acceleration) .
Equity Ownership & Alignment
- Unvested equity (12/31/2022): 19,135 restricted shares; 19,135 performance shares .
- Deferred compensation: Leide participated in SGC’s nonqualified deferred compensation plan; 2021 executive contributions $21,034, with aggregate balance $441,546 as of 12/31/2021 .
- Insider trading/hedging policy: Prohibits hedging or monetizing transactions by directors, officers, employees, and related persons .
- Stock ownership guidelines apply to independent directors, CEO, and CFO (minimum $200,000 in SGC stock; 5‑year compliance window); no separate guideline disclosed for segment presidents .
- Pledging: No pledging disclosures identified for Leide; none noted in proxy statements .
Employment Terms
| Term | Detail |
|---|---|
| Employer/entity | The Office Gurus, LLC (SGC subsidiary) |
| Effective date & term | Effective 7/1/2021; expires 12/31/2026, unless earlier terminated |
| Base salary baseline | Initially approx. $265,000 beginning 2022 |
| Annual incentive (2022+) | 4% of TOG EBITDA (+ bonus accrual; − interest expense on acquisition debt) |
| Covenants | Non‑compete, non‑solicitation, confidentiality |
| Severance (without cause or resign with Good Reason; or within 12 months post‑CoC) | 2× highest annual compensation (highest base salary in prior 3 years + average annual cash bonuses over prior 3 years, or pre‑CoC period if greater), plus accrued/unpaid comp, unreimbursed expenses, nonforfeitable benefits; subject to release and other conditions |
| Change‑of‑control (CoC) equity acceleration | Under plan terms, restricted stock vests in full; pre‑2021 performance shares vest pro‑rata; 2021 performance shares vest in full upon CoC |
Potential payments upon change in control (illustrative values as of 12/31/2021):
| Component | Amount ($) |
|---|---|
| Accrued compensation | 428,026 |
| Cash severance | 1,605,231 |
| Health/welfare benefits | — (not applicable for Leide per table) |
| Cash retirement benefits | — (not applicable for Leide per table) |
| Equity award acceleration | 933,370 |
Trigger design:
- Cash severance appears “double‑trigger” (requires termination without cause or Good Reason, including within 12 months after CoC) .
- Equity acceleration for certain awards is “single‑trigger” at CoC per plan/award terms .
Performance & Track Record (Company-level context)
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues ($) | 578,831,000 | 543,302,000 | 565,676,000 |
| EBITDA ($) | 27,927,000 | 33,293,000* | 34,274,000* |
Values with asterisk retrieved from S&P Global.
Notes:
- Pay vs Performance (PEO/non‑PEO context): TSR value of initial fixed $100 investment and net income were $46 and $(31,970)k in 2022; $65 and $8,772k in 2023; $86 and $12,004k in 2024 .
- Say‑on‑pay support: Prior shareholder advisory vote approved NEO compensation by ~89.64% (2022 meeting) .
Compensation Structure Analysis
- Mix shift to performance‑linked cash: Leide’s annual incentive moved from segment BEPS design (2021) to formulaic segment EBITDA share (2022 onward), increasing direct linkage to operating earnings quality .
- Equity emphasis with long-dated vesting: 19,135 RS + 19,135 PS granted in 2021 vest on 5/14/2026, creating multi‑year retention and alignment; awards accelerate on CoC per plan/award terms .
- No clawback policy disclosure specific to Leide; company‑wide insider trading/hedging prohibitions in place .
- Tax gross‑ups: Gross‑up features highlighted for CEO agreements; not disclosed for Leide’s agreement .
Risk Indicators & Red Flags
- Hedging prohibited; no pledging disclosures identified (mitigates misalignment risk) .
- Single‑trigger equity acceleration upon CoC for certain awards can inflate payout sensitivity to deal closure .
- Long‑dated 2026 vesting concentrates retention risk/near‑term selling pressure around vest dates and option expirations (see Vesting Schedules) .
Compensation Peer Group (Benchmarking context)
Peer group used for executive pay benchmarking includes ALJ Regional Holdings, Brady, Cimpress, Delta Apparel, Deluxe, Duluth Holdings, Ennis, FIGS, Harte Hanks, Lands’ End, Rocky Brands, StarTek, TaskUs, Vera Bradley; expected to continue into 2025 .
Say‑on‑Pay & Shareholder Feedback
- 2022 say‑on‑pay approval ~89.64% of votes cast; Compensation Committee considers shareholder feedback in design .
Investment Implications
- Alignment: Leide’s pay ties directly to TOG EBITDA from 2022 onward, supporting operating discipline; long‑dated RS/PS vest (2026) underpins retention and multi‑year alignment .
- Event sensitivity: Double‑trigger cash severance mitigates unconditional payout risk, but single‑trigger equity acceleration at CoC raises deal‑related payout sensitivity .
- Timing signals: Monitor vest dates (May 2026) and option expirations (2025–2027) for potential insider selling pressure windows; hedging is prohibited, reducing short‑term alignment risks .
- Governance: No related‑party transactions disclosed; high say‑on‑pay support suggests low compensation controversy risk at the firm level .