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    Gregory S. Smith

    President and CEO at Teradyne Inc
    Since February 1, 2023
    Age
    61 years
    Tenure
    Joined TER in 2006 and held multiple leadership positions including Business Unit Manager, Vice President, President of Semiconductor Test Business, and President of Robotics before being appointed President and CEO in February 2023.

    Also at Teradyne Inc

    JFW
    John F. Wood
    President of the Systems Test Group
    RJB
    Richard J. Burns
    President of Semiconductor Test
    RED
    Ryan E. Driscoll
    Vice President, General Counsel, and Secretary

    About

    Gregory S. Smith is a seasoned executive currently serving as the President and CEO of TER. Known to be 61 years old , his professional journey began in the semiconductor test industry where he honed his engineering skills at Raytheon before joining TER in 2006.

    Throughout his tenure at TER, he has steadily advanced through a series of leadership roles. He initially served as the Business Unit Manager for Complex SOC, then moved on to roles as Vice President and Marketing Manager for the Semiconductor Test Group, followed by leading the Semiconductor Test Business as its President, and later overseeing the Robotics division.

    His ascension within the company reflects an impressive track record of operational expertise and visionary leadership. His appointment as President and CEO on 02-01-2023 marked the culmination of over 18 years of dedicated service and significant contributions to TER's growth and innovation.

    While limited personal details are available beyond his age and professional accomplishments, his career at TER underscores a commitment to technological advancement and effective management, making him a pivotal figure in the company’s ongoing success.

    $TER Performance Under Gregory S. Smith

    Past Roles

    OrganizationRoleDate RangeDetails
    TeradynePresident of the Robotics GroupOctober 2020 - July 2023Led Robotics Group at Teradyne
    TeradynePresident of the Semiconductor Test BusinessFebruary 2016 - October 2020Led largest operating segment at Teradyne
    TeradyneVarious Engineering and Management Roles2006 - February 2016*Held multiple engineering and management roles in semiconductor test
    RaytheonTest EngineerN/ABegan his career as a test engineer in the semiconductor test sector

    *The date range for various engineering and management roles is approximated based on his promotion timeline.

    Fixed Compensation

    Data from  FY 2023
    Component NameAmountPayment ScheduleAdditional Details
    Base Salary$850,000 Annual, effective February 1, 2023Annual base salary paid as CEO following promotion effective February 1, 2023.
    All Other Compensation$14,328 Paid concurrently with base salaryComprises company contributions to defined contribution plans ($13,200) and life insurance premiums ($1,128).

    Performance Compensation

    Data from  FY 2023

    Variable Cash Compensation

    ComponentMetricTargetThreshold/MaxWeightEvaluation PeriodActual ResultAdditional Details
    PBITAnnual PBIT Rate24%40% for maximum30%2023 Annual20.4% Payout determined based on deviation from target with maximum payout at 40% PBIT rate.
    Two-Year Revenue GrowthTwo-Year Rolling Revenue Growth15%35% for maximum30%Two-Year Rolling-14.98% Revenue performance below threshold resulting in payout below 0%.
    Strategic GoalsMarket share, profit margins, bookings, design-ins, employee retention, product developmentN/AN/A40%2023 AnnualN/AFocuses on qualitative and quantitative strategic objectives.

    Performance-Based RSUs

    ComponentPerformance MetricThresholdTargetMaximumWeightGrant DateVesting ScheduleQuantitiesAdditional Details
    PRSUsRelative TSR (using 45-day averaging) and 3-Year Cumulative PBITTSR: N/APBIT: 24%PBIT: 40%TSR: 50%, PBIT: 50%January 27, 2023 Vest on third anniversary (January 27, 2026) subject to performance conditionsTarget: 43,504; Maximum: 87,008 Payout range from 0% to 200% of target PRSUs based on performance relative to NYA and cumulative PBIT thresholds.

    The variable cash and equity-based performance compensations are determined separately. The variable cash portion is calculated from the achievement of specific financial and operational metrics (PBIT, revenue growth, and strategic goals), while the equity-based awards (PRSUs) are contingent on long-term performance measures with detailed grant and vesting conditions. Citations for the performance data are provided where available.