Joseph A. Walsh

Chairman of the Board and Chief Executive Officer (Principal Executive Officer) at Thryv Holdings

Board

Since N/A

Age

61 years

Also at Thryv Holdings

Grant Freeman

President

John Wholey

Chief Operations & Information Officer and Executive Vice President

Lesley Bolger

Chief Legal Officer & Human Resources and Executive Vice President; Chief Compliance Officer and Secretary

About

Joseph A. Walsh currently serves as the Chairman of the Board and Chief Executive Officer (Principal Executive Officer) at Thryv Holdings, Inc. At 61 years old , he plays a pivotal role in overseeing the company’s strategic direction and financial performance.

Throughout various fiscal periods, he has certified multiple financial reports including the Annual Report on Form 10-K and Quarterly Reports on Form 10-Q for fiscal year 2024, demonstrating his hands-on involvement in financial oversight and corporate governance.

Detailed personal background, education, and comprehensive career milestones prior to his current role are not disclosed in the available documents, leaving a gap in the broader overview of his professional journey.

$THRY Performance Under Joseph A. Walsh

Past Roles

Organization	Role	Date Range	Details
Cambium Learning Group	Chairman	June 2012 to December 2018	Leading educational technology company
Yellowbook, Inc.	President and Chief Executive Officer	N/A	No specific date information provided

External Roles

Organization	Role	Date Range	Details
Walsh Partners	Chief Executive Officer and Chairman	Since January 2012	Private company focused on investments and advisory services

Fixed Compensation

Data from FY 2023

Component Name	Amount	Payment Schedule	Additional Details
Base Salary	$1,060,900	Annual	Chairman and CEO 2023
401(k) Matching Contributions	$15,840	As per plan requirements	Company matching contribution under the tax-qualified 401(k) plan
Allowance	$30,000	Annual	Expense allowance for remote office and miscellaneous expenses
Executive Physicals	$7,477	Reimbursed	Payment to reimburse the cost of a comprehensive medical examination

Performance Compensation

Data from FY 2023

Short-Term Incentive Plan (STI)

Metric/Detail	Value	Unit/Note
Performance Metrics	EBITDA, FCF, SaaS Revenue, Individual Performance	Each financial metric weighted at 25% and individual performance at 25%
Threshold	$344,793	Dollar amount
Target	$1,060,900	Dollar amount
Maximum	$1,392,431	Dollar amount
Actual STI Payout	$1,259,819	Dollar amount
Vesting Schedule/Payment Timing	No vesting – paid annually	Cash incentive; target set at 100% of base salary

Over Performance Plan (OPP)

Metric/Detail	Value	Unit/Note
Performance Metrics & Weights	EBITDA (30%), FCF (40%), SaaS Net Revenue (30%)	Specific thresholds and payout rates apply
EBITDA Threshold / Achieved	$187.50M / $187.52M	Payout incentive of 1.0%
FCF Threshold / Achieved	$102.00M / $114.80M	Payout incentive of 86.0%
Reported SaaS Net Revenue Threshold / Achieved	$260.50M / $263.72M	Payout incentive of 21.5%
Total OPP Payout	$437,091	Dollar amount; incentive only paid if STI exceeds maximum performance
Cap	200% of STI target	Overall cash incentive cap

Restricted Stock Units (RSU)

Metric/Detail	Value	Unit/Note
Grant Date	January 5, 2023	Date
Grant Date Fair Value	$1,050,000	Dollar amount
Number of RSUs Granted	54,460 units	Share count
Vesting Schedule	35% of total equity grant; cliff vest on January 5, 2024 then monthly (1/36 increments over 24 months)	Time-based award
Performance Metrics	N/A	Time-based award, no performance conditions

Performance Stock Units (PSU)

Metric/Detail	Value	Unit/Note
Grant Date	January 5, 2023	Date
Grant Date Fair Value	$1,950,000	Dollar amount
Performance Metrics & Weights	rTSR: 30%, aTSR: 30%, SaaS Revenue CAGR: 40%	rTSR (Threshold: 40th, Target: 50th, Maximum: 65th) ; aTSR (Threshold: 8.0%, Target: 10.0%, Maximum: 12.5%); SaaS CAGR (Threshold: 15%, Target: 18%, Maximum: 22%)
Payout Range	0% to 150% of target award	Based on performance relative to thresholds
Vesting Schedule	Vests on January 5, 2026	Following a 3-year performance period (January 1, 2023 – December 31, 2025)

These performance compensation components for 2023 align executive incentives with corporate performance and shareholder value, combining cash incentives (STI and OPP) with equity awards (RSU and PSU) with clearly defined performance metrics, thresholds, and vesting conditions.