Jeremy Pyle
About Jeremy Pyle
Jeremy Pyle is co-Chief Operating Officer at United Homes Group (UHG), appointed May 19, 2025, after serving as co-Executive Vice President of Construction Services since the March 30, 2023 business combination of Great Southern Homes with DiamondHead Holdings . Age 47 as of the 2025 proxy record date, he has been with the organization since 2005, rising from superintendent to production manager to leadership roles overseeing construction operations across South Carolina and Georgia markets (Midlands, Sumter, Greenville, Spartanburg, Goose Creek, Aiken, Augusta, Florence, Clemson) . His employment agreement is dated March 30, 2023, with base salary set at $250,000 and subject to confidentiality, non-solicitation, non-competition, and non-disparagement covenants; no related-party transactions are reported for him . Company operating context during his tenure includes Q3 2025 revenue of $90.8M (down from $118.6M in Q3 2024), closings of 262 vs. 369, and gross margin of 17.7% vs. 18.9%, reflecting affordability headwinds and discounting; ASP rose ~8.1% YoY to ~$346k, and net loss was $31.3M driven largely by non-cash derivative liability fair value changes .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Great Southern Homes (GSH) | Superintendent → Production Manager | 2005–2019 (superintendent start in 2005; progression over time) | Built deep operational expertise in residential construction execution |
| GSH / UHG | Vice President – Construction | May 2020–Mar 30, 2023 | Led construction functions preceding public listing; prepared operations for scaling |
| UHG | Co-Executive Vice President – Construction Services | Mar 30, 2023–May 19, 2025 | Oversaw and directed all construction across SC/GA markets; standardization and throughput focus |
| UHG | Co-Chief Operating Officer | May 19, 2025–Present | Co-leads homebuilding and construction operations; continuity in production leadership during strategic alternatives review |
External Roles
No external public company boards or non-profit/academic roles are disclosed for Jeremy Pyle in UHG filings .
Fixed Compensation
| Component | Amount | Effective Date/Context |
|---|---|---|
| Base Salary | $250,000 | Set by employment agreement dated Mar 30, 2023; unchanged on appointment to co-COO (May 19, 2025) |
| Benefits | Standard executive benefits (insurance, vacation) | Per employment agreement; specifics not itemized |
Performance Compensation
- No individual bonus targets, payouts, or equity award grants are disclosed for Jeremy Pyle in the latest proxy/8-K filings .
- Company-level 2025 executive bonus framework (for named executives) uses three performance measures: pretax profit, revenue, and closings, with payout scaling (50% threshold, 100% target, 125% max) and linear interpolation; Pyle is not listed among named executives covered in that framework .
| Metric (Company-Level 2025 NEO Framework) | Payout Mechanics | Applies to |
|---|---|---|
| Pretax Profit | 50% at threshold; 100% at target; 125% at max | Named executives (e.g., CEO/President, CFO); not specifically to Pyle |
| Revenue | 50% at threshold; 100% at target; 125% at max | Named executives; not specifically to Pyle |
| Closings | 50% at threshold; 100% at target; 125% at max | Named executives; not specifically to Pyle |
Equity award structures (company-level):
- Time-based stock options vest ratably over 4 years from grant anniversary (general plan terms) .
- PSUs vest upon achieving VWAP hurdles over 20 of 30 trading days; 2025 framework uses $13.50 hurdle through March 31, 2029; prior PSU awards used $18.00 hurdle through March 30, 2028 (NEOs) .
Equity Ownership & Alignment
- Beneficial ownership figures (shares, % outstanding) are not disclosed for Jeremy Pyle; he is not listed in the beneficial ownership table of directors/named executive officers .
- Hedging and pledging of company stock is prohibited for officers under UHG’s insider trading policy, supporting alignment (10b5-1 plans permitted) .
Employment Terms
| Term | Disclosure |
|---|---|
| Employment Agreement Date | March 30, 2023 |
| Position | Appointed co-COO on May 19, 2025; previously co-EVP – Construction Services |
| Base Salary | $250,000; employment agreement terms unchanged upon promotion |
| Agreement Structure | At-will; termination by company (with/without cause), by executive (with/without good reason), death/disability (company-wide employment agreement framework) |
| Term Length | Company discloses 3-year terms with automatic 12-month renewals for “other executive officers” in employment agreements; Pyle’s agreement date aligns with this framework, though his specific severance economics are not detailed in filings |
| Covenants | Confidentiality, non-solicitation, non-competition, non-disparagement |
| Severance & Change-of-Control | Not individually disclosed for Pyle; company-level disclosures detail severance/COC for named executives (e.g., base salary multiples, equity acceleration per agreement), but do not enumerate Pyle-specific terms |
Company Operating Performance During Pyle’s Tenure (context)
| Metric | Q3 2024 | Q3 2025 |
|---|---|---|
| Revenue, net of discounts ($M) | $118.6 | $90.8 |
| Home Closings (units) | 369 | 262 |
| Net New Orders (units) | 341 | 324 |
| ASP – Production Homes ($k) | ~$320 | ~$346 |
| Gross Margin (%) | 18.9% | 17.7% |
| Adjusted Gross Margin (%) | 20.6% | 19.6% |
| Net Income (Loss) ($M) | $(7.3) | $(31.3) (incl. $(27.2) derivative fair value change) |
Management commentary cited affordability headwinds, earlier-quarter delays in new community openings, and more aggressive discounting; sequential demand improved later in Q3 2025 .
Investment Implications
- Retention risk: Pyle’s promotion to co-COO and unchanged $250k base underscores operating continuity; however, his specific severance/COC economics are undisclosed, limiting visibility on pay-for-performance alignment and downside protection—an information gap for risk modeling .
- Selling pressure: No Form 4 data found in company filings for Pyle; beneficial ownership not enumerated—monitor future Section 16 filings to assess insider activity and unvested/vested equity exposure.
- Alignment signals: Company prohibits hedging/pledging for officers, and PSU frameworks tie vesting to stock price hurdles—positive for alignment; yet Pyle’s individual equity grant history/size is not disclosed .
- Execution risk: Q3 2025 margin compression from discounting amidst affordability constraints indicates operational challenges in Pyle’s purview (construction, pricing discipline, cost reductions). The strategic alternatives review concluded with a decision to remain independent, implying continued necessity for operational efficiency and stable leadership across construction operations .