David Jordan
Executive Vice President and Chief Financial Officer at SNX
Executive
About David Jordan
David Jordan is Executive Vice President and Chief Financial Officer of TD SYNNEX, appointed October 2, 2025; age 38; he joined TD SYNNEX in 2014, served as SVP, Americas CFO since 2021, and Head of Investor Relations since 2024 before promotion to CFO . Company incentive programs anchor pay-for-performance to Non-GAAP Net Income, Adjusted ROIC, and Non-GAAP Diluted EPS per TD SYNNEX’s Pay vs Performance disclosure and CD&A; the Compensation Committee certifies results and applies capped payout curves to align incentives with sustainable performance .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| TD SYNNEX | EVP & CFO | 2025–present | Responsible for all aspects of financial management; elevates capital optimization and investor engagement |
| TD SYNNEX | SVP, CFO, Americas | 2021–2025 | Led Americas finance; commercial acumen and operational leadership supporting growth and discipline |
| TD SYNNEX | Head of Investor Relations | 2024–2025 | Advanced investor engagement; strengthened vendor, customer, and investor relationships |
| TD SYNNEX | Senior finance roles | 2014–2021 | M&A experience; capital optimization focus; FP&A and operational leadership across the organization |
External Roles
No external directorships or public company board roles disclosed in TD SYNNEX’s proxy or 8-K filings for David Jordan .
Fixed Compensation
| Component | Terms | Notes |
|---|---|---|
| Base Salary | $650,000 (effective Oct 2, 2025) | Increased upon CFO appointment |
| Annual Cash Incentive (Target) | 100% of base salary | Actual payout based on Compensation Committee performance metrics |
| RSAs (time-based) | Fair value ≈ $900,000; grant date Oct 15, 2025 | Granted alongside annual cycle; standard plan terms apply |
| PRSUs (performance-based) | Fair value ≈ $600,000; typically granted in January | Granted with other executive officers’ performance equity cycle |
Performance Compensation
Management Incentive Plan (MIP) – CFO role precedent (FY2024)
| Metric | Weighting | FY2024 Target | FY2024 Actual | FY2024 Payout |
|---|---|---|---|---|
| Non-GAAP Net Income | 70% (CFO role precedent) | $1,055M | $1,012M | 96% |
| Adjusted ROIC | 30% (CFO role precedent) | 10.2% | 10.0% | 98% |
Notes:
- TD SYNNEX uses payout curves with thresholds at 70% attainment (30% payout) and capped maximum 200% payout; MIP max payout capped at $3.5M .
- The FY2024 CFO precedent (Marshall Witt) provides clarity on metric design and weighting for the CFO function; David Jordan’s 2025 bonus will be based on metrics set by the Compensation Committee per his appointment 8-K .
Long-Term Incentive (LTI) PRSUs – Program design
| Metric | Performance Period | Threshold Mechanics | Maximum Mechanics | Vesting Basis |
|---|---|---|---|---|
| Non-GAAP Diluted EPS | 3 fiscal years ending Nov 30 | Minimum threshold formula at 75% of target | Target formula up to 166.7% of target for all executives | Contingent on continued employment and performance achievement |
| Adjusted ROIC | 3 fiscal years ending Nov 30 | Annual Committee-set target; measured cumulatively | Combined with EPS formula to determine PRSU vesting | Contingent on continued employment and performance achievement |
Illustrative settlement for the prior 3-year period (FY2022 grant) showed 92% achievement leading to PRSU vesting below target for NEOs; this demonstrates calibration of long-term hurdles .
Equity Ownership & Alignment
| Metric | Oct 2, 2025 | Oct 3, 2025 | Oct 15, 2025 |
|---|---|---|---|
| Unvested RSAs (#) | 2,837 (granted Oct 15, 2024) | — | — |
| RSAs Granted (#) | — | — | 5,739 (new grant) |
| Shares Sold (#) | — | 431 (open-market sale) | 380 (likely tax withholding sale) |
| Sale Price ($/sh) | — | Not disclosed on source page | $156.81 |
Alignment policies and guidelines:
- Anti-hedging and anti-pledging: Company prohibits hedging/monetization and pledging by directors and executive officers; short-term trading, margin, and short sales are prohibited; pre-clearance required for sales .
- Executive stock ownership guidelines: For executive officers other than the CEO, requested equity position is the lesser of 2× base salary or $1,000,000; performance-based RSUs excluded from calculation; unvested time-based equity may count .
Employment Terms
| Item | Disclosure |
|---|---|
| Appointment | Appointed EVP & CFO effective Oct 2, 2025; succeeds Marshall Witt |
| Base Salary | $650,000 |
| Target Bonus | 100% of base salary; metrics set by Compensation Committee |
| Equity Grants | RSAs ≈ $900,000 (Oct 15, 2025); PRSUs ≈ $600,000 (typically January) |
| Severance / Change-of-Control | Not disclosed for Jordan. For other NEOs (context): if terminated without cause within 2 months before or 12 months after a change of control, salary continuation based on average salary+bonus for 18–24 months and paid COBRA; outside CoC window, standard severance applies; no tax gross-ups for CoC |
| Clawback | Recoupment policy requires recovery of excess incentive-based compensation upon financial restatement |
Investment Implications
- Alignment: Compensation design ties CFO pay to measurable financial outcomes (Non-GAAP Net Income, Adjusted ROIC) with capped payout curves; RSAs/PRSUs (~$1.5M combined) create multi-year equity alignment; anti-hedging/pledging and stock ownership guidelines strengthen alignment .
- Retention: New CFO package with clear target bonus, annual RSAs, and PRSU participation indicates intent to retain and incentivize long-term performance; lack of disclosed bespoke severance suggests standard framework rather than special protections .
- Trading signals: October Form 4s show modest sales around grant events (including likely tax-related sale) and new RSAs awarded; this pattern does not indicate sustained selling pressure; monitor upcoming January PRSU grant and future vesting calendars for potential supply overhang .
- Execution risk: Track record emphasizes finance leadership, M&A, capital optimization, and investor engagement—fit for SNX’s margin/ROIC-centric incentives; continued delivery against EPS and ROIC LTI metrics will be key to compensation realization .