Daniel Weber
TTM TECHNOLOGIESAbout Daniel Weber
Daniel J. Weber (age 53) is Executive Vice President, Chief Legal Officer and Secretary of TTM Technologies, serving in this role since December 2020 after prior service as Senior Vice President and General Counsel (December 2016–December 2020) . He leads the Office of the General Counsel and TTM’s government relations and PAC, and previously held general counsel roles at Viasystems (~11 years, over 15 years in-house) and executive legal roles at Courtesy Corporation and International Wire Group; earlier he practiced corporate/securities law at Gallop, Johnson & Neuman . Company performance context for incentive alignment: 2024 net revenues increased 9% YoY (A&D +12%), non-GAAP EPS rose to $1.71 from $1.33, and cash from operations was $236.9M, with 2022–2024 PRUs settling at 93.3% of target on a 38th percentile TSR modifier of 88% .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| TTM Technologies | EVP, Chief Legal Officer & Secretary | Since Dec 2020 | Leads OGC, contracts/admin; oversees government relations and PAC |
| TTM Technologies | SVP & General Counsel | Dec 2016–Dec 2020 | Built legal function through diversification and M&A integration |
| Viasystems | General Counsel | ~11 years | Led legal through industry cycles and corporate transactions |
| Viasystems Group, Inc. | In-house Counsel | >15 years | Deep operational legal support across global manufacturing |
| Courtesy Corporation | VP & General Counsel | Not disclosed | Executive legal leadership in plastics manufacturing |
| International Wire Group, Inc. | General Counsel | Not disclosed | Legal leadership for multinational wire manufacturer |
| Gallop, Johnson & Neuman, L.C. | Attorney (Corporate & Securities) | Not disclosed | Transactional and securities practice foundation |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| IPC (electronics industry association) | Chairman, Government Relations Committee; current member | Chair Jan 2022–Dec 2023; member currently | Policy advocacy and regulatory engagement for industry |
| Encompass Digital Media Holdings, LLC | Board of Directors | Current | Governance oversight at global media services provider |
Fixed Compensation
Specific base salary, target bonus, and actual bonus for Mr. Weber were not disclosed (he was not a named executive officer in FY 2024) .
Performance Compensation
Long-term PRUs for the 2022–2024 performance period and program metrics:
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Revenue achievement (%) | 102.9% | 88.1% | 97.0% |
| Adjusted EBITDA achievement (%) | 119.1% | 90.6% | 102.3% |
| Blended multiplier (%) | 111.0% | 89.4% | 99.7% |
| Grant | Original PRUs | TSR modifier (3-year) | Final shares released | Vest date |
|---|---|---|---|---|
| 2022 PRU (Weber) | 31,700 | 88% | 29,585 | Feb 11, 2025 |
Program design notes:
- Executive PRUs weight annual revenue and adjusted EBITDA equally across three fiscal years; 2023+ awards add a 3-year TSR component at 20% additive weighting (0–200% scale) .
- Time-based RSUs generally vest in three equal annual installments (1/3 per year) .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (shares/%) | Not disclosed for Mr. Weber in the beneficial ownership table . |
| 10b5-1 plan | Adopted Aug 6, 2025; expiration Jun 30, 2026; “sell-to-cover” only for RSU/PRU tax withholding; number of shares indeterminable and dependent on vesting and market price . |
| Hedging/pledging | Prohibited for officers and directors under insider trading policy . |
| Stock ownership guidelines | Company maintains guidelines for CEO and direct reports; officers prohibited from pledging/hedging; compliance status for Mr. Weber not disclosed . |
| Clawback | Robust clawback policy in place . |
Employment Terms
| Term | Details |
|---|---|
| Employment agreements | Company does not maintain executive employment agreements . |
| Severance (Change in Control) | Executive Change in Control Severance Agreements for all executive officers; double-trigger; cash lump sum equal to 2x base salary + target bonus (100% target assumption); no tax gross-ups; 12-month non-solicit; confidentiality obligations . |
| Equity treatment (CIC) | If awards are not assumed, unvested RSUs/PRUs vest at target at CIC; if assumed and executive is terminated within 12 months post-CIC or leaves for Good Reason, unvested RSUs/PRUs vest in full; PRU vesting is greater of target or pro-forma performance+TSR for elapsed period . |
| RSU early retirement acceleration | Pro-rata acceleration formula for RSUs upon certain conditions (early retirement) as specified in RSU agreement . |
Investment Implications
- Pay-for-performance alignment: Weber’s 2022–2024 PRUs paid at 93.3% of target driven by revenue/EBITDA multipliers and TSR at the 38th percentile (88% modifier), reinforcing linkage of equity outcomes to operating and market performance .
- Limited discretionary selling pressure: His Aug 6, 2025 Rule 10b5-1 plan is structured solely for “sell-to-cover” tax withholding on RSU/PRU vesting through Jun 30, 2026, indicating sales tied to vesting events rather than directional trading .
- Retention and alignment: Double-trigger CIC severance (2x cash) with full equity acceleration upon non-assumption or qualifying termination, combined with hedging/pledging prohibitions and stock ownership guidelines for senior officers, supports retention while preserving shareholder alignment; absence of tax gross-ups reduces governance risk .
- Governance backdrop: Strong 2024 say-on-pay support (97.7% “For”) and use of independent compensation consultant (Exequity) suggest investor acceptance of the overall compensation framework impacting senior executives, including Weber .