Jason Reid

About Jason Reid

Jason Reid is Stagwell’s Chief Strategy Officer (appointed July 8, 2025) after a decade as Chief Investment Officer, where he led over 50 transactions that helped transform Stagwell and contributed more than $2B in revenue; he previously worked in strategy at Microsoft, hedge funds SAC Capital/Intrepid, and Morgan Stanley M&A, and holds a Finance & International Business degree from Georgetown University . Company performance benchmarks relevant to executive pay-for-performance show robust TSR and Adjusted EBITDA in recent years (see table below) .

Past Roles

External Roles

Company Performance Benchmarks (for pay-for-performance context)

Note: Company-level metrics—used by Stagwell in linking incentives to performance—are included to assess alignment during Reid’s tenure .

Fixed Compensation

• Jason Reid’s base salary, bonus target, and benefits are not disclosed in the July 8, 2025 8‑K; the filing highlighted compensation changes for other executives (CFO/EVP Finance) but provided no compensation terms for Reid, and he was not a Named Executive Officer (NEO) in recent proxies .

Performance Compensation

• Annual incentives: For 2024 and 2023, the Committee did not pay annual cash bonuses to NEOs and instead granted one-year service-vesting RSUs (and select cash retention bonuses) tied to continued employment; RSUs granted Mar 7, 2025 vest Mar 8, 2025; prior-year 2022 restricted stock vested Feb 23, 2024 .
• While Reid’s personal awards are not disclosed, Stagwell’s incentive framework emphasizes performance-based equity tied to multi-year Adjusted EBITDA targets and one-year service-vesting equity for retention .

Equity Ownership & Alignment

• Hedging and pledging: The Board prohibits hedging by all employees and limits pledging by officers/directors to 40% of owned Class A (excluding unvested shares) with approval; currently, no officer or director has hedged or pledged stock—strong alignment signal .
• Beneficial ownership: Reid is not listed among directors/NEOs in beneficial ownership tables in 2024–2025 proxies; therefore, his direct/indirect holdings, guideline requirements, and compliance status are not disclosed .

Employment Terms

• Plan-level protections: The Third Amended & Restated 2016 Stock Incentive Plan (approved June 12, 2025) requires minimum one-year vesting for new awards, prohibits repricing/substitution without shareholder approval, and applies double-trigger vesting for change-in-control (CIC)—time-based awards do not automatically vest solely on CIC; performance awards adjust pro‑rata only upon qualifying termination post‑CIC .
• Clawback policy: Executive incentive-based compensation granted/earned/vested after Oct 1, 2023 is subject to recovery in the event of accounting restatement per Item 402(w), with Committee oversight .
• Business protections: Executives are subject to non-solicit, confidentiality, non-disparagement, and litigation cooperation obligations per governance policies and employment agreements; personal non‑compete terms for Reid are not disclosed .

Performance & Track Record

• Strategic/M&A execution: Reid led Stagwell’s M&A agenda for a decade and previously for The Stagwell Group, completing 50+ deals and contributing >$2B in revenue; he also spearheaded the MDC combination—core to Stagwell’s scaled, global challenger positioning .
• Investor Day leadership: As CIO (Apr 2, 2025), Reid presented alongside the CEO/CFO on “5x5” targets—$5B revenue/$1B Adjusted EBITDA by FY29, $80–$100M AI‑driven cost savings, and capital structure simplification .
• Industry perspective: On earnings/investor dialogues, Reid outlined disciplined valuation, international expansion, and cloud/product priorities and addressed deal pacing post‑2022 .

Say‑on‑Pay & Shareholder Feedback

• Executive pay program received >99% support in 2024 advisory vote, and the Committee made no changes as a result—indicating strong investor endorsement of pay design tied to performance .

Compensation Committee Analysis

• The Human Resources & Compensation Committee is independent and oversees executive pay, performance measures, annual incentives, and long‑term awards; current members include Desirée Rogers (Chair), Bradley J. Gross, and Irwin Simon .

Investment Implications

• Alignment: Performance-based LTIPs keyed to multi-year Adjusted EBITDA with double-trigger CIC protection and no repricing enhance pay-for-performance integrity and reduce windfall risk; anti-hedging/limited pledging policies further align management with shareholders .
• Retention/selling pressure: One‑year service‑vesting RSUs used as retention produce predictable supply near vest dates (e.g., Mar 8, 2025), while major LTIP cliffs occur Mar 1, 2026 and Mar 8, 2027; Reid’s specific vesting calendar is not disclosed—monitor future 8‑Ks for any individualized awards .
• Execution risk vs upside: Reid’s elevation to CSO centralizes strategy across organic, AI‑enabled efficiency, and M&A; delivery on the “5x5” plan (revenue/EBITDA) and cost savings cadence are key catalysts; failure to meet LTIP thresholds (as in the 2022 LTIP) could dampen payouts and signal operational shortfalls .
• Governance: Strong say‑on‑pay support and independent committee oversight reduce compensation inflation risk; absence of disclosed personal tax gross‑ups/loans is shareholder‑friendly .