Brad A. Rable
STEWART INFORMATION SERVICESAbout Brad A. Rable
Brad A. Rable, 58, serves as Group President, Technology & Operations at Stewart Information Services Corporation (STC) since 2022; he previously served as STC’s Chief Information Officer from 2015–2022. He is a veteran IT executive with prior roles as an executive partner at Gartner Executive Programs and EVP/CIO/Chief Strategy Officer at AIG/United Guaranty; he holds an M.A. in Computer Information Resource Management (Webster University) and a B.S. in Management Information Systems (Bowling Green State University) . STC’s 2024 performance included Net Income of $73.3M, Revenues of $2.5B, Pre-Tax Margin of 4.6%, and a 14.9% share price increase; the STIP weighted Pre-Tax Margin and Net Revenue, aligning pay with operating performance .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Stewart Information Services Corporation | Group President, Technology & Operations | Since 2022 | Leads digital business enablement, enterprise technology solutions, enterprise operations, and related strategies |
| Stewart Information Services Corporation | Chief Information Officer | 2015–2022 | Led enterprise technology and product development initiatives |
| Gartner Executive Programs | Executive Partner | — | Executive partner supporting major technology and strategy initiatives |
| AIG/United Guaranty | EVP, CIO, Chief Strategy Officer | — | Led technology and product development; launched AIG Mortgage Advisory Company |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No external public company directorships disclosed for Mr. Rable in STC’s 2025 proxy . |
Fixed Compensation
| Component (2024) | Detail | Amount |
|---|---|---|
| Base Salary | Annual | $380,000 |
| Short-Term Incentive Target | % of base | 65% |
| Short-Term Incentive Target | Dollar target | $247,000 |
| Long-Term Incentive Grants | Total grant-date fair value (RSUs: 50% performance-based, 50% time-based) | $462,889 |
| All Other Compensation | Insurance, RSU dividends, 401(k) match | $40,500 |
Performance Compensation
2024 Short-Term Incentive Plan (STIP)
| Metric | Weighting | Target | Actual | Payout (% of Target) |
|---|---|---|---|---|
| Corporate Pre-Tax Margin | 40% | 3.75%–4.25% | 4.41% | 105.3% |
| Corporate Net Revenue | 10% | $1,500M | $1,612.7M | 150.1% |
| Individual Qualitative | 50% | Strategic/leadership goals | Cybersecurity, title system replacement, talent build | Weighted payout: 52.9% |
- Financial metrics combined achievement: 114.3%; weighted at 50% = 57.1% .
- Total STIP payout multiple for Rable: 110.0%; paid $271,700 .
Long-Term Incentive (RSUs) – Grant Mechanics and 2024 Awards
| Award Type | Grant Date | Units | Grant-Date Fair Value | Performance Condition | Status/Certification | Vesting |
|---|---|---|---|---|---|---|
| Performance-Based RSUs | Mar 26, 2024 | 3,767 | $231,444 (at $61.44/share) | Adjusted Pre-Tax Margin ≥4.5% in 3 of 7 quarters (Q2’24–Q4’25) | Certified met Feb 26, 2025 | Vests on 3rd anniversary (Mar 26, 2027) if time requirement met |
| Time-Based RSUs | Mar 26, 2024 | 3,767 | $231,444 (at $61.44/share) | — | — | Ratable over 3 years in equal annual installments starting 1st anniversary (Mar 26, 2025) |
| Performance-Based RSUs | Mar 8, 2023 | 4,555 | — | Adjusted Pre-Tax Margin ≥5.0% in 3 of 7 quarters (Q2’23–Q4’24) | Certified met Aug 6, 2024 | Vests on 3rd anniversary (Mar 8, 2026), subject to time requirement |
Equity Ownership & Alignment
Beneficial Ownership and Guidelines
| Item | Value |
|---|---|
| Beneficial Ownership (shares) | 54,857 |
| Ownership % of Shares Outstanding | <1% (28,026,117 shares outstanding as of Mar 11, 2025) |
| Executive Stock Ownership Guideline | 2× base salary |
| Compliance Status (as of Dec 31, 2024) | Achieved |
| Hedging/Pledging | Prohibited; no margin accounts or pledging; anti-hedging policy |
Outstanding Equity and Option Profile (Dec 31, 2024)
| Instrument | Quantity/Terms | Status/Value |
|---|---|---|
| Stock Options (2/7/2020) | 20,081 @ $39.76; expire 2/7/2030 | Exercisable |
| Stock Options (3/10/2021) | 6,159 @ $53.24; expire 3/10/2031 | Exercisable |
| In-the-Money Option Value (12/31/2024 @ $67.49) | — | $644,612 |
| Unvested Time-Based RSUs | 642 (3/9/2022); 2,024 (3/8/2023); 3,767 (3/26/2024) | Unvested |
| Unvested Performance-Based RSUs | 4,555 (3/8/2023); 3,767 (3/26/2024) | Performance certified met for 2023 grant (Aug 6, 2024) and 2024 grant (Feb 26, 2025); subject to time-based vesting |
Employment Terms
| Provision | Detail |
|---|---|
| Employment Agreement | Executive officer employment agreements with auto-renewal; confidentiality, non-compete, non-solicit covenants |
| Non-Compete/Non-Solicit | 12-month non-compete and non-solicitation; violating forfeits unvested awards |
| Clawback Policy | Compliant with NYSE; recovery of erroneously awarded incentive-based compensation for restatements (fault not required) |
| Change-in-Control Vesting | Double-trigger (requires CIC plus qualifying termination) for accelerated vesting |
| Severance – Involuntary Termination (without Cause)/Good Reason | Cash severance $380,000; COBRA employer-paid portion up to 12 months $14,328; Outplacement up to $10,000 |
| Severance – CIC (Involuntary/Good Reason) | 2× base salary $760,000; 2× incentive target $494,000; accelerate RSUs/options at target; COBRA up to 12 months $14,328; Outplacement up to $10,000 |
| Death/Disability | Accrued amounts; prorated incentive target; pro-rata RSUs upon performance attainment; options exercisable per plan; COBRA employer-paid portion up to 12 months (disability) |
| Retirement Eligibility | Not retirement eligible as of Dec 31, 2024 |
Investment Implications
- Pay-for-performance alignment: 2024 STIP weighted to Pre-Tax Margin and Net Revenue; total payout 110% ($271,700) consistent with performance (PTM 4.41%, Net Revenue $1,612.7M) .
- Multi-year vesting and performance gating reduce windfall risk; PSUs vest only if margin targets are met over multi-quarter windows (met for 2023 and 2024 grants), then vest on 3rd anniversaries (Mar 8, 2026; Mar 26, 2027) .
- Ownership alignment: 54,857 shares beneficially owned, guideline met (2× salary), and hedging/pledging prohibited—reduces misalignment and leverage risks .
- Potential selling pressure windows: sizeable in-the-money options ($644,612 at $67.49) and annual RSU vesting could add supply around vest dates, subject to pre-clearance/black-out policies .
- Governance and shareholder support: strong 2024 Say-on-Pay approval (97.6%) and use of independent consultant; no excise tax gross-ups, no option repricing, and clawback in place—favorable for investors .