Kevin Radigan
UbiquitiAbout Kevin Radigan
Kevin Radigan, 67, is Ubiquiti’s Chief Accounting and Finance Officer (CAFO) and has served since May 2016; his offer letter dates to March 1, 2016. He holds a B.S. in Accountancy from Long Island University and previously served as CFO of American Medical Alert Corp (dba Tunstall Americas) from 2012–2016 . Under his tenure, Ubiquiti’s reported revenues rose to $2.573B in FY2025 from $1.928B in FY2024 and $1.941B in FY2023 , while EBITDA increased across the same period (see table; values marked with asterisk are from S&P Global)*.
Company Performance (FY basis)
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Revenue ($USD) | $1,940,512,000 | $1,928,490,000 | $2,573,545,000 |
| EBITDA ($USD) | $560,858,000* | $518,248,000* | $858,181,000* |
- Values retrieved from S&P Global
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| American Medical Alert Corp (dba Tunstall Americas) | Chief Financial Officer | 2012–2016 | Led finance and accounting for connected healthcare supplier |
| Pharmaceutical and electronics industries (various) | Finance and accounting roles | N/A | Prior functional finance experience (companies not named) |
External Roles
No public company board positions or external directorships disclosed in the company’s proxy statements reviewed .
Fixed Compensation
| Component | FY 2021 | FY 2022 | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|---|---|
| Base Salary ($) | $420,000 | $420,000 | $445,000 | $475,000 | $500,000 |
| Target Bonus ($) | $100,000 | $100,000 | $125,000 | $100,000 | $100,000 |
| Actual Bonus Paid ($) | $100,000 | $100,000 | $125,000 | $100,000 | $100,000 |
Notes:
- FY2026 target bonus increased to $200,000 .
Performance Compensation
Cash Bonus Structure (Discretionary)
Cash bonuses are discretionary and tied to Board judgment; specific operational or financial metrics are not disclosed .
| FY | Metric | Weighting | Target ($) | Actual ($) | Payout Mechanics | Vesting |
|---|---|---|---|---|---|---|
| 2023 | Discretionary cash | N/A | $125,000 | $125,000 | Paid at Board discretion | N/A |
| 2024 | Discretionary cash | N/A | $100,000 | $100,000 | Paid at Board discretion | N/A |
| 2025 | Discretionary cash | N/A | $100,000 | $100,000 | Paid at Board discretion | N/A |
Equity Awards (RSUs)
All awards are service-based RSUs under the company’s equity plans. No PSUs or options are disclosed for Mr. Radigan in recent years .
| Grant Date | Award Type | Shares Granted | Grant-Date Fair Value ($) | Vesting Schedule |
|---|---|---|---|---|
| Aug 16, 2018 | RSUs | 2,361 | — | 591 on 7/1/2019; 590 on 7/1/2020; 590 on 7/1/2021; 590 on 7/1/2022 |
| Aug 18, 2020 | RSUs | 584 | — | Equal installments on 7/1/2023 and 7/1/2024 |
| Aug 20, 2021 | RSUs | 479 | — | Substantially equal installments on 7/1/2023, 7/1/2024, 7/1/2025 ; remaining 159 vesting 7/1/2025 |
| Aug 9, 2022 | RSUs | 1,628 | $507,285 | 407 on 7/1/2023; 407 on 7/1/2024; 407 on 7/1/2025; 407 on 7/1/2026 |
| Aug 7, 2023 | RSUs | 1,138 | $194,063 | 285 on 7/1/2024; 285 on 7/1/2025; 284 on 7/1/2026; 284 on 7/1/2027 |
| Aug 6, 2024 | RSUs | 1,358 | $227,900 (FY2025 stock awards) | Substantially equal installments on 7/1/2025, 7/1/2026, 7/1/2027, 7/1/2028 |
Annual RSU Vesting Activity
| Metric | FY 2020 | FY 2021 | FY 2022 | FY 2023 | FY 2025 |
|---|---|---|---|---|---|
| Shares Vested (#) | 591 | 972 | 1,265 | 1,423 | 1,144 |
| Value Realized ($) | $77,445 | $166,270 | $396,058 | $349,759 | $168,488 |
Equity Ownership & Alignment
Beneficial Ownership (as of proxy record dates)
| Metric | Oct 2019 | Oct 2020 | Oct 2021 | Oct 2022 | Oct 2023 | Oct 2024 |
|---|---|---|---|---|---|---|
| Shares Beneficially Owned | 315 | 790 | 1,462 | 2,218 | 2,876 | 3,484 |
| Percent of Outstanding | <1% | <1% | <1% | <1% | <1% | <1% |
Unvested RSUs Outstanding at June 30
| Metric | FY 2020 | FY 2021 | FY 2022 | FY 2023 | FY 2025 |
|---|---|---|---|---|---|
| Unvested RSUs (#) | 3,296 | 3,493 | 2,867 | 3,072 | 3,184 |
| Market Value ($) | $575,350 | $1,090,480 | $711,618 | $539,904 | $1,310,694 |
Alignment Indicators:
- No company stock ownership guidelines are in place (for executives or directors) .
- No pledging or hedging disclosures for Mr. Radigan; prior pledge risk related to CEO Pera was terminated as of Aug 30, 2023 .
Employment Terms
| Term Element | Historical Terms | Current/Amended Terms |
|---|---|---|
| Employment status | At-will; CAO since May 2016; CAFO since FY2019 | At-will; CAFO |
| Severance (without Cause / for Good Reason) | Six months base salary; examples: $210,000 (as of 6/30/2022) ; $250,000 (as of 6/30/2025) | Amendment dated Nov 4, 2025: cash payments at an annual rate of $800,000 through Nov 4, 2027 |
| Change-of-control | No change-of-control payments provided | No change-of-control payments provided |
| Bonus eligibility | Board-discretion annual cash bonus | Target $200,000 for FY2026 |
Cause (examples): intentional and material dishonesty; conduct with direct and material adverse effect; material failure to perform after notice; incurable material breach of confidentiality/invention assignment .
Good Reason (examples): material reduction in duties/position; >10% base salary reduction (excluding temporary reductions generally applicable to senior executives); material breach by Company; relocation >50 miles from primary residence .
Other:
- No pension or nonqualified deferred compensation plans for named executive officers .
- Standard U.S. employee benefits including 401(k) participation; typical match up to 1% subject to employee contribution thresholds .
Investment Implications
- Pay-for-performance linkage: Cash bonuses are discretionary with no disclosed operational metrics; equity awards are time-based RSUs—together this suggests limited explicit linkage to revenue/EBITDA or TSR outcomes .
- Vesting/selling pressure: RSU vesting clusters around July 1 each year (multiple grants), which can create predictable liquidity windows and potential selling pressure near fiscal year turnover dates .
- Alignment: Beneficial ownership remains de minimis (<1%); absence of stock ownership guidelines reduces mandated “skin-in-the-game,” though no pledging is disclosed for Radigan (CEO pledge risk ended in 2023) .
- Retention and exit economics: The November 2025 amendment materially increases severance economics ($800,000 per year through late 2027 if terminated without Cause or for Good Reason), which meaningfully shifts leverage toward retention or increases exit costs—an important risk/reward consideration for governance and compensation alignment .
- Change-of-control discipline: No change-of-control payments in his agreement mitigates windfall risk in transaction scenarios .