Stephan Daoust
TaskUsAbout Stephan Daoust
Stephan Daoust, age 50, has served as TaskUs’ Chief Operating Officer since January 2021, following 14 months as Senior Vice President and Country Leader for Operations & Delivery at Concentrix Philippines and 19 years at Convergys in senior global operations roles (including Group VP, VP Operations Northern EMEA, and VP International Business). He holds a BA in Law and Justice from Laurentian University and an LLB from Moncton University. During 2024, TaskUs delivered record full-year revenue of $995.0 million with Adjusted EBITDA of $209.9 million (21.1% margin) and returned to double‑digit growth in the back half, including 17% YoY revenue growth in Q4; management guides to new all-time highs in revenue and Adjusted EBITDA in 2025, underscoring execution against growth and efficiency levers aligned with operational leadership focus areas .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Concentrix Philippines | SVP & Country Leader, Operations & Delivery | 14 months | Led operations and delivery in a large-scale CX/BPO market |
| Convergys (merged into Concentrix in 2018) | Group VP; VP Operations Northern EMEA; VP International Business | 19 years | Senior international operations, scaling and regional leadership across EMEA/global |
External Roles
No external public company directorships disclosed for Daoust in the 2025 DEF 14A .
Fixed Compensation
| Component | Amount (2024) | Notes |
|---|---|---|
| Base Salary | $430,769 | Base salary was increased from $350,000 to $450,000 effective Feb 2024 |
| Target Bonus | 60% of base salary | AIP based on revenue and Adjusted EBITDA % |
| Actual Bonus Paid | $443,400 | 170% of target for Daoust based on 2024 performance |
| Stock Awards (Grant‑date FV) | $1,059,685 | RSUs and/or performance/time-based stock awards |
| Option Awards (Grant‑date FV) | — | No options granted in 2024 to Daoust |
| All Other Compensation | $13,800 | 401(k) matching contributions |
Performance Compensation
Annual Incentive Plan (AIP) – 2024
| Metric | Target Thresholds | Actual | Payout |
|---|---|---|---|
| Revenue ($M) | <900; ≥900; ≥915; ≥930; ≥950; ≥970; ≥990 | $995.0 | 170% of target (Daoust) |
| Adjusted EBITDA Margin (%) | <21.6%; ≥21.6%; ≥22.1%; ≥22.6%; ≥23.1%; ≥23.6 | 21.1% | 170% of target (grid outcome) |
— AIP design: grid-based payout determined by two metrics (revenue and Adjusted EBITDA margin), with Daoust eligible for 0–200% payout range; actual 2024 outcome yielded 170% .
Long-Term Equity – RSUs (2024 award)
| Grant Date | Type | Units | Targeted Value | Vesting | Acceleration |
|---|---|---|---|---|---|
| 03/15/2024 | RSUs | 85,874 | $1,070,000 | 33% on 03/15/2025; 33% on 03/15/2026; 34% on 03/15/2027 | Double-trigger on change in control; full vest if awards not assumed or if terminated without cause/death/disability post-CIC |
— Program update: In 2025, the Compensation Committee added PSUs for executive officers (including NEOs) tied to revenue and Adjusted EBITDA in addition to RSUs to further align with long-term value creation; individual unit counts for Daoust were not disclosed in 2025 filings .
Equity Ownership & Alignment
Beneficial Ownership (as of March 1, 2025)
| Class A Shares | Class A % | Class B Shares | Class B % | Total Voting Power % |
|---|---|---|---|---|
| 234,798 | 1.2% | — | * | * |
*Represents less than 1% .
Outstanding Equity Awards (as of December 31, 2024)
Options
| Grant (Strike/Expiration) | Exercisable (#) | Unexercisable (#) | Next Vest Dates |
|---|---|---|---|
| $23.00; expires 06/10/2031 | 156,522 | 52,174 | 06/15/2025 |
| $18.13; expires 03/06/2033 | 24,969 | 50,696 | 03/06/2025; 03/06/2026 |
RSUs
| Award | Unvested Units (#) | Market Value ($) at $16.94 | Next Vest Dates |
|---|---|---|---|
| RSUs (vesting on 06/15/2025) | 30,437 | $515,603 | 06/15/2025 |
| RSUs (vesting 03/06/2025; 03/06/2026) | 17,744 | $300,583 | 03/06/2025; 03/06/2026 |
| 2024 RSUs (33/33/34% annual) | 85,874 | $1,454,706 | 03/15/2025; 03/15/2026; 03/15/2027 |
— Alignment notes: Company Securities Trading Policy prohibits hedging and pledging of company stock by directors and employees, and prohibits margin purchases/borrowing against accounts holding company securities, reducing misalignment and collateral pressure risks . As of 12/31/2024 close ($16.94), both option grants ($18.13 and $23.00 strikes) were out-of-the-money, limiting near-term option exercise/sale pressure at that date .
Employment Terms
| Term | Provision |
|---|---|
| Employment Status | COO since January 2021 |
| Employment Agreement | Not party to an employment agreement; governed by offer letter |
| Severance | Cash payment equal to six months of base salary if terminated without cause (subject to separation and release) |
| Prior Employer Interference Indemnity | Company indemnification if action by former employer for breach of restrictive covenant or related claim; separation payment up to 12 months of base salary if employment made impossible due to interference by prior employer |
| Equity – CIC/Termination | RSUs: double-trigger acceleration upon qualifying CIC/termination (2024 RSUs) ; 2021 RSUs/options subject to acceleration terms consistent with IPO awards (double-trigger for RSUs; option tranche accelerations on qualifying termination) |
| Hedging/Pledging | Prohibited under Company Securities Trading Policy |
Investment Implications
- Pay-for-performance alignment: AIP payout is strictly tied to revenue and Adjusted EBITDA margins via a disclosed grid; Daoust’s 170% payout in 2024 reflects strong top-line outcomes and margin execution against the grid, supporting incentive alignment with shareholder value drivers .
- Retention risk vs. equity cadence: Significant unvested RSUs with scheduled vest dates (03/06/2025; 06/15/2025; 03/15/2025; 03/15/2026; 03/15/2027) create retention hooks and predictable vesting windows; monitor Form 4 activity around these dates for potential settlement-related transactions subject to company trading windows/policies .
- Selling pressure signals: As of 12/31/2024, Daoust’s options were out-of-the-money (strikes of $18.13 and $23.00 vs. $16.94 close), implying limited near-term option exercise supply at that date; RSU vesting remains the primary source of potential share deliveries .
- Alignment/controls: Hedging and pledging prohibitions reduce misalignment/pledge risk; severance terms are modest (six months base salary), suggesting balanced retention economics; 2025 LTIP introduction of PSUs tied to revenue/Adjusted EBITDA further increases performance linkage for executives overall .
- Execution track record: Company delivered record revenue ($995.0m) and returned to double‑digit growth in H2 2024; operational leadership remains central as TaskUs targets new highs in revenue and Adjusted EBITDA in 2025 within an AI‑enabled BPO strategy—positive for COO execution narrative .