Jarrod Johnson
TaskUsAbout Jarrod Johnson
Jarrod Johnson is TaskUs’s Chief Customer Officer (CCO) since January 2018, previously SVP of Business Development (Oct 2016–Dec 2017). He is 47, holds an MBA from Duke (Fuqua) and a BA from Gustavus Adolphus College . Under his commercial leadership, TaskUs delivered record FY2024 revenue of $995.0M with Adjusted EBITDA of $209.9M (21.1% margin), and exited Q4 2024 with 17% YoY revenue growth; FY2023 revenue was $924.4M with Adjusted EBITDA of $220.8M (23.9% margin) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| IBM Corporation | Multiple positions | 1999–2008 | Enterprise sales/operations foundation; progression across roles at a blue-chip tech firm |
| Xerox Business Services (formerly ACS) | SVP & Group President | 2008–2014 | Led enterprise services growth; senior P&L leadership in BPO |
| FacilitySource (facility management) | SVP, Business Development | 2014–Aug 2016 | Drove new business in facilities services before joining TaskUs |
External Roles
Not disclosed.
Fixed Compensation
| Year | Base Salary ($) | Target Bonus (% of Base) | Actual Bonus Paid ($) |
|---|---|---|---|
| 2023 | 350,000 (paid: 350,010) | 100% | 244,999 |
| 2024 | 400,000 (paid: 390,387) | 100% | 470,822 |
Performance Compensation
| Metric | Target Structure | Actual FY2024 | Payout Factor | Payout / Vesting |
|---|---|---|---|---|
| Revenue | Matrix tiers at $900–$990M+ with caps; paired with Adjusted EBITDA% | $995.0M | Revenue leg capped at 120% for Johnson | Cash AIP; payout at 120% of target (actual $470,822) |
| Adjusted EBITDA % | Tiers at ≥21.6% to ≥23.6% with 0–200% ranges (Johnson’s total max 150%) | 21.1% | Contributed to matrix outcome (Johnson max total 150%) | Cash AIP; paid as above |
Notes
- 2024 AIP was driven by annual revenue and Adjusted EBITDA% with matrixed payout; Johnson’s revenue achievement capped at 120% and total capped at 150% .
- CEO forfeited AIP eligibility in 2024; this does not apply to Johnson .
Equity Ownership & Alignment
| As of | Shares Beneficially Owned | % of Class A | Context |
|---|---|---|---|
| March 1, 2025 | 236,839 | 1.2% of Class A | Executive group collectively 32.3% total voting power (Class A+B) |
| Instrument | Quantity | Key Terms | Vesting Schedule / Dates |
|---|---|---|---|
| RSUs (2024 annual) | 85,874 | Grant date 03/15/2024; targeted value $1,070,000 | 33% on 03/15/2025; 33% on 03/15/2026; 34% on 03/15/2027 (6) |
| RSUs (Aug 2021 grant) | 79,629 (11) | Time-based RSUs | Vests 08/05/2025 (11) |
| RSUs (Mar 2023 grant) | 21,825 (12) | Time-based RSUs | 10,749 on 03/06/2025; 11,076 on 03/06/2026 (12) |
| PSUs (2021 grant) | 66,357 (unearned target) (13) | Earn based on market cap CAGR over 4 years | Change-of-control vesting per PSU rules; otherwise contingent performance (13) |
| Stock Options (2011/2021 plan) | 139,350 (exercisable), 92,900 (unexercisable) at $30.14; exp. 08/05/2031 (9) | Time-based options | Unexercisable tranche vests on 08/05/2025 (9) |
| Stock Options (2023 grant) | 30,712 (exercisable), 62,357 (unexercisable) at $18.13; exp. 03/06/2033 (10) | Time-based options | 30,713 on 03/06/2025; 31,644 on 03/06/2026 (10) |
- Hedging/Pledging: Company policy prohibits hedging and pledging of Company stock for directors and employees (including officers) .
- 10b5-1 Plan: Johnson adopted a Rule 10b5-1 plan on 09/15/2025 to sell up to 24,233 shares; potential sales from 12/15/2025 to 03/31/2026 (unless completed earlier) .
- Relative magnitude: ~10.2% of disclosed beneficial holdings (24,233 vs 236,839) .
Employment Terms
| Provision | Detail |
|---|---|
| Agreement Term | Effective 07/22/2021 through 07/01/2025; auto-renews for successive one-year terms unless terminated |
| Base Salary & Bonus Eligibility | Base set at $350,000 and increased to $400,000 effective Feb 2024; eligible for annual incentive bonus per plan |
| Severance | If terminated without “cause” or resigns for “good reason”: separation pay equal to one times base salary plus target annual bonus for year of termination, subject to release |
| Non-Compete | 1-year non-compete post-termination |
| Non-Solicit | 2-year non-solicit of employees/clients post-termination |
| Confidentiality/IP | Perpetual confidentiality and IP assignment to TaskUs Holdings |
| Equity—Change of Control | RSUs: double-trigger acceleration (if awards not continued or if termination without cause/death/disability after CoC); PSUs (2021): earned/vest per performance period status; earned PSUs vest quarterly post-CoC over remaining period or ≤2 years with continued employment |
Performance & Track Record
| Metric | FY2023 | FY2024 |
|---|---|---|
| Revenue ($M) | 924.4 | 995.0 |
| Adjusted EBITDA ($M) | 220.8 | 209.9 |
| Adjusted EBITDA Margin (%) | 23.9% | 21.1% |
| New Clients Added (Count) | 47 | 39 |
- Q4 2024 YoY revenue growth was 17%, with record Q4 revenue of ~$274M .
- Strategic initiatives emphasized AI services, complex/regulated industry focus, and diversification; management expects new all-time company highs in revenue and Adjusted EBITDA in 2025 (forward-looking) .
Compensation Committee Analysis
- Committee Members (2024/2025): Chair Jacqueline Reses; members Amit Dixit, Michelle Gonzalez, Mukesh Mehta—each qualifies as independent under SEC/Nasdaq rules .
- Program posture: Pay-for-performance with base salary, annual incentive (AIP) on revenue and Adjusted EBITDA %, and long-term equity (RSUs, PSUs). 2023 AIP was revised to cap max payout at 80% to balance retention and market challenges; 2024 AIP restored broader ranges and caps for Johnson and COO .
Investment Implications
- Near-term selling pressure risk: A 10b5-1 plan could trigger up to 24,233 share sales from mid-Dec 2025 to end-Mar 2026 (~10% of Johnson’s disclosed beneficial holdings), potentially modest overhang during the window .
- Alignment: Significant unvested RSUs and PSUs with multi-year vesting and double-trigger change-of-control terms align retention to performance and corporate outcomes .
- Retention/transition risk: One-year non-compete and two-year non-solicit, plus severance at 1x base + target bonus, provide moderate retention protections but could facilitate orderly transition if necessary .
- Pay-for-performance signals: AIP tied to revenue and Adjusted EBITDA% with capped maxima; 2024 payout at 120% suggests above-plan execution on top-line amidst margin investment, supportive of commercial momentum .