Abbey Perkins

About Abbey Perkins

Abbey Perkins serves as Chief Information Officer (CIO) of StoneX Group Inc. (SNEX). She was appointed CIO in 2017, became an executive officer in 2020, and is age 55 as of January 23, 2025 (age 54 as of January 18, 2024) . Her background spans senior technology and finance roles at Balyasny Asset Management, PEAK6 Investments and Apex Clearing (CFO of both), Citadel Investment Group, and earlier consulting/public accounting at PwC, EY, and KPMG . Company performance in FY2024 included record net income of $260.8M, ROE of 16.9%, diluted EPS of $7.96, and sustained high say‑on‑pay support, linking executive incentives largely to Adjusted ROE; cumulative TSR since FY2021 reached 240 on a $100 base by FY2024 .

Past Roles

External Roles

None disclosed for Perkins .

Fixed Compensation

• Perkins is not a named executive officer (NEO) in SNEX’s proxies; base salary, target bonus %, and actual bonus paid are not disclosed for her. The company reports NEO compensation (CEO, CFO, segment chiefs) in detail, not CIO Perkins .

Performance Compensation

• While Perkins’ specific incentives are not disclosed, StoneX uses an Executive Performance Plan (EPP) emphasizing Adjusted ROE (target 15%) with scaled payouts and restricted stock paid at a 25% discount to market, vesting one‑third annually; cash/equity mix increases with bonus size . The LTIP is cash‑based over multi‑year periods with performance adjustments tied to average Adjusted ROE and interest factor caps/floors .

Equity Ownership & Alignment

Beneficial Ownership (multi-year)

Vested vs Unvested and Option Detail

• Stock ownership guidelines: The company’s formal guideline applies to the CEO and Directors (≥3x salary or director cash compensation); no CIO/other executive ownership guideline is disclosed .
• Hedging/pledging: Short sales and puts are prohibited, but the company has not adopted a policy prohibiting officers/directors from pledging shares; no pledging disclosure is noted for Perkins specifically .
• Clawback: The Board adopted a misconduct clawback (May 2021; amended Nov 2023) and a restatement recovery policy compliant with SEC/Nasdaq (Nov 2023) .

Employment Terms

• No specific employment agreement for Perkins is disclosed. Employment agreements exist for certain executives (e.g., O’Connor, Dunaway, Smith, Maurer in 2025; O’Connor, Dunaway, Stevens, Smith in 2024), but not for Charles Lyon or Abbey Perkins .
• For covered executives, severance includes: 18 months base + 1.5x target bonus; change‑of‑control within 12 months increases to 24 months base + 2x target bonus (lump sum), continued health benefits (18–24 months), pro‑rata bonus, and accelerated vesting of restricted stock; non‑compete (1 year, reduced to 6 months post‑CoC), non‑solicit (1 year), confidentiality .
• Restricted stock vesting: EPP restricted shares typically vest one‑third annually; option grants for NEOs vest in equal tranches over five years (2018/2023 grants) with ~8‑year terms; these schedules frame firm-wide equity cadence but are not specifically attributed to Perkins’ grants .

Investment Implications

• Alignment: Perkins’ beneficial ownership increased materially from 16,761 (2023) to 42,936 (2024), adding 12,077 unvested restricted shares and 22,500 near‑term exercisable options—this supports skin‑in‑the‑game alignment and potential exposure to SNEX’s equity performance .
• Trading signals: The firm’s standard one‑third annual vesting on restricted stock implies periodic vest windows that can create mechanical selling pressure (tax withholding or diversification). Monitor Form 4 filings around mid‑December award cycles (e.g., historical EPP vesting timing) for potential 10b5‑1 sales. Attempts to pull insider Form 4 data via the insider‑trades skill failed due to a 401 authorization error; no recent transaction summary can be provided here (tool call on 2023‑01‑01 to 2025‑11‑19 returned 401).
• Governance flags: Company permits pledging (no blanket prohibition), which can introduce alignment risk if pledged shares are significant—no pledging noted for Perkins, but policy permissiveness is a red flag to monitor .
• Pay-for-performance context: Executive incentives at SNEX are tied predominantly to Adjusted ROE with a 15% target, and shareholder support for say‑on‑pay remained very strong (95.2% in 2023; 98.3% in 2024), indicating investors endorse the program’s structure; while Perkins’ specific award metrics aren’t disclosed, her equity accumulation ties her economically to firm outcomes .

Notes on data coverage: Perkins is not a named executive officer; therefore, base salary, target bonus %, actual bonus paid, and award-level performance metrics/payouts are not disclosed for her in the proxy. Equity ownership and vesting program parameters are disclosed at the company level and by footnote attribution.

Supporting References

• Executive roster, age, tenure, biography
• Company performance, ROE/Net Income/EPS
• EPP metric design and vesting mechanics
• LTIP design and performance adjustment
• Hedging/pledging policy
• Clawback/recovery policies
• Ownership tables and footnotes for Perkins
• Outstanding shares (ownership % calculation basis)
• NEO employment agreements/severance and vesting mechanics
• Pay versus performance; TSR
• Say‑on‑pay results