Nestor Cano
Executive Vice President, Transformation and Chief Information and Digital Officer at 
T-Mobile US
T-Mobile USExecutive
About Nestor Cano
Néstor Cano (61) is Executive Vice President, Transformation and Chief Information & Digital Officer at T-Mobile US, Inc., serving in this role since June 2023; he previously led Integration & Transformation and served as Strategic Advisor to the CEO from April 2020 to June 2023 . He studied industrial engineering at Barcelona Polytechnic University, attended INSEAD’s Executive Distribution Academy, and completed an executive management postgraduate program at IESE Business School . During his tenure in senior roles, T-Mobile delivered strong performance in 2024: total service revenues $66.2B, Core Adjusted EBITDA $31.8B, Adjusted Free Cash Flow $17.0B, and net income $11.3B; the stock price rose 159.3% from April 1, 2020 to December 31, 2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| T-Mobile US | EVP, Transformation & Chief Information & Digital Officer | Jun 2023–present | Oversees IT systems, digital capabilities, and cybersecurity practices; elevated security-first governance and participates in risk oversight committees . |
| T-Mobile US | EVP, Integration & Transformation & Strategic Advisor to CEO | Apr 2020–Jun 2023 | Led integration/transformation post Sprint merger; supported delivery of stable, secure IT infrastructure and digital programs . |
| Sprint Corp. | Chief Operating Officer | Appointed Feb 2, 2017 | Drove expense reductions, strengthened processes across omnichannel, IT, analytics, digital delivery, customer experience, leasing, product and supply chain; led Sprint’s transformation office . |
| Tech Data | President, Europe | 2007–2017 | Re-engineered processes and controls to deliver best-ever profit in European operations; multiple leadership roles prior . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Turtl Project SL | Chief Executive Officer | n/a | External executive role noted by MarketScreener . |
Fixed Compensation
- Individual compensation detail for Cano (base salary, target/actual bonus) is not disclosed in the proxy as he was not a Named Executive Officer; T-Mobile emphasizes pay-for-performance and a high mix of variable compensation for its executives .
- Governance highlights include: independent compensation consultant (Mercer), formal clawback policy, stock ownership guidelines, and no excise tax gross-ups, no guaranteed bonuses, no single-trigger change-in-control vesting, and no hedging/pledging .
Performance Compensation
- Executives are measured under an annual Short-Term Incentive Plan (STIP) with Company performance metrics; 2024 design and outcomes:
| Metric | Weight | Threshold | Target | Max | Actual | Achievement |
|---|---|---|---|---|---|---|
| Service Revenue ($mm) | 20% | $63,460 | $66,460 | $67,210 | $66,890 | 157% |
| Total Net Additions (mm) | 20% | 4.022 | 6.022 | 6.772 | 6.427 | 154% |
| Core Adjusted EBITDA ($mm) | 30% | $29,400 | $31,400 | $32,150 | $31,771 | 149% |
| Adjusted Free Cash Flow ($mm) | 30% | $15,250 | $16,500 | $17,250 | $17,424 | 200% |
| Total Corporate Attainment | — | — | — | — | — | 167% |
- Long-Term Incentives (LTI) for executives consist of a 50/50 mix of time-based RSUs (ratable over 3 years) and PRSUs (cliff at 3 years), with PRSUs split: 65% based on Relative TSR vs a defined peer group and 35% based on absolute Adjusted Free Cash Flow; payouts range 0–200% of target, with positive TSR required for >100% RTSR payout .
Equity Ownership & Alignment
- Reported beneficial ownership: MarketScreener lists Cano holding 185,221 TMUS shares (≈0.02% of shares outstanding) as of Mar 31, 2025, valued at ~$44M on Sep 29, 2025 .
- Stock ownership governance policies: executives are subject to stock ownership guidelines and prohibited from hedging, short sales, or pledging of stock, reinforcing alignment and reducing forced-selling risk .
Employment Terms
- Non-compete/non-solicit: Executive officers are subject to covenants protecting confidential information and non-compete/non-solicit for generally up to one year (some cases up to 18 months) post-termination; Mr. Sievert has two years .
- Clawbacks: SEC- and NASDAQ-compliant clawback policy applies to cash and equity incentive compensation .
- Change-of-control (CIC) framework: Company-wide equity plans provide double-trigger treatment—if awards are assumed in CIC and executive is terminated without cause or resigns for good reason within one year, time-based awards vest fully and performance-based awards vest at greater of target or actual performance measured at CIC date . The company does not use single-trigger CIC vesting .
- Severance program architecture: Executive Severance Benefit Guidelines contemplate cash severance (typically 2x total target cash), pro-rata STIP based on actual performance, medical continuation, and outplacement; specifics vary and are coordinated with any CIC plan participation; individual terms for Cano are not disclosed .
Performance & Track Record
- Role-specific impact: As Transformation and Chief Information & Digital Officer, Cano oversees IT systems, digital capabilities, and cybersecurity practices; T-Mobile strengthened cybersecurity governance, adopted NIST CSF, and enhanced risk management, with the CIO/CDO role embedded in enterprise risk and compliance oversight committees .
- Company outcomes in 2024 under the executive team’s leadership:
| Metric | 2024 | Notes |
|---|---|---|
| Total Service Revenues ($B) | 66.2 | Company-leading growth; see STIP alignment |
| Core Adjusted EBITDA ($B) | 31.8 | Non-GAAP; reconciled to GAAP in Appendix A |
| Adjusted Free Cash Flow ($B) | 17.0 | Used as company-selected pay vs performance measure |
| Net Income ($B) | 11.3 | GAAP net income |
Compensation Committee Analysis
- Committee composition and independence: Compensation Committee chaired by Kelvin R. Westbrook; independent consultant Mercer retained (≈$393k fees in 2024), deemed independent with no conflicts .
- Program features: Multi-metric incentives, payout caps (200%), clawbacks, stock ownership guidelines, and annual risk assessments; emphasis on long-term and performance-based pay .
Investment Implications
- Alignment: Cano’s remit in digital and cybersecurity aligns with T-Mobile’s performance-linked incentive architecture (RTSR and FCF PRSUs, STIP metrics), supporting long-term value creation and risk-managed operations .
- Retention and selling pressure: Anti-hedging/anti-pledging policy lowers forced-selling risk; while Cano’s individual severance/CIC terms are not disclosed, company frameworks favor double-trigger protection and clawbacks, balancing retention and investor protection .
- Execution risk: Cybersecurity and digital transformation are enterprise-critical; the CIO/CDO’s embedded role in risk oversight suggests governance rigor, but continued execution on security, data privacy, and digital modernization remains a key watchpoint for operational resilience .