Gregory S. Smith

President and CEO at TERADYNE

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

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

Organization	Role	Date Range	Details
Teradyne	President of the Robotics Group	October 2020 - July 2023	Led Robotics Group at Teradyne
Teradyne	President of the Semiconductor Test Business	February 2016 - October 2020	Led largest operating segment at Teradyne
Teradyne	Various Engineering and Management Roles	2006 - February 2016*	Held multiple engineering and management roles in semiconductor test
Raytheon	Test Engineer	N/A	Began 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 Name	Amount	Payment Schedule	Additional Details
Base Salary	$850,000	Annual, effective February 1, 2023	Annual base salary paid as CEO following promotion effective February 1, 2023.
All Other Compensation	$14,328	Paid concurrently with base salary	Comprises company contributions to defined contribution plans ($13,200) and life insurance premiums ($1,128).

Performance Compensation

Data from FY 2023

Variable Cash Compensation

Component	Metric	Target	Threshold/Max	Weight	Evaluation Period	Actual Result	Additional Details
PBIT	Annual PBIT Rate	24%	40% for maximum	30%	2023 Annual	20.4%	Payout determined based on deviation from target with maximum payout at 40% PBIT rate.
Two-Year Revenue Growth	Two-Year Rolling Revenue Growth	15%	35% for maximum	30%	Two-Year Rolling	-14.98%	Revenue performance below threshold resulting in payout below 0%.
Strategic Goals	Market share, profit margins, bookings, design-ins, employee retention, product development	N/A	N/A	40%	2023 Annual	N/A	Focuses on qualitative and quantitative strategic objectives.

Performance-Based RSUs

Component	Performance Metric	Threshold	Target	Maximum	Weight	Grant Date	Vesting Schedule	Quantities	Additional Details
PRSUs	Relative TSR (using 45-day averaging) and 3-Year Cumulative PBIT	TSR: N/A	PBIT: 24%	PBIT: 40%	TSR: 50%, PBIT: 50%	January 27, 2023	Vest on third anniversary (January 27, 2026) subject to performance conditions	Target: 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.