Bradley L. Soultz

Chief Executive Officer at WillScot Holdings

Board

Since November 2017

Age

54 years

Education

Graduated from Purdue University.

Tenure

Joined WSC in November 2017 as President and CEO and led the merger with Mobile Mini in March 2020.

Also at WillScot Holdings

Andrew Auns

Senior Vice President of the Gulf South Division

Conrad Zils

Vice President of Commercial Excellence

Corey Salemi

Vice President of Product Management

About

Bradley L. Soultz is 54 years old as of 2023. He graduated from Purdue University, laying the foundation for a career marked by strategic leadership in various industries.

Before joining WSC, he held significant roles including Chief Commercial and Strategy Officer at Novelis Inc. and leadership positions at Cummins in Europe and North America. His early career set the stage for his subsequent roles in managing and transforming businesses.

In November 2017, he joined WSC as President and CEO, a position in which he steered the company through a pivotal merger with Mobile Mini in March 2020, forming WillScot Mobile Mini Corp. His tenure is characterized by transformative leadership and strategic operational excellence.

Throughout his career, Soultz has demonstrated an ability to drive growth and innovation, positioning the company for ongoing success.

$WSC Performance Under Bradley L. Soultz

Past Roles

Organization	Role	Date Range	Details
WillScot	President and CEO	Nov 2017 – Promotion to CEO	Oversaw North American business and led the company’s transition to a public entity
Williams Scotsman International Inc. (WSII)	President and CEO	Prior to Nov 2017	Managed WSII's North American operations and prepared the company for its public reemergence
Novelis Inc.	Chief Commercial and Strategy Officer	N/A [N/A]	Held various leadership roles in Europe and North America
Cummins	Leadership Roles	N/A [N/A]	Held leadership positions in Europe and North America

Fixed Compensation

Data from FY 2023

Component Name	Amount	Payment Schedule	Additional Details
Base Salary	$967,745	Annual	2023 Base Salary
Stock Awards	$5,665,871	Annual Grant	Equity awards granted in 2023
Option Awards	None awarded	N/A	No option awards in 2023
Other Compensation	$34,062	Annual	Breakdown: Auto Allowance: $3,750 , Employer 401(k): $14,850 , Life & Supplemental Individual Disability Insurance Premiums: $15,462
Termination by Death	$32,653,869	Upon termination event	Breakdown: Severance: $979,440 , Pro Rata Bonus: $1,723,971 , RSU Vesting: $29,950,458 , Insurance: None
Termination by Disability	$31,689,516	Upon termination event	Breakdown: Pro Rata Bonus: $1,723,971 , RSU Vesting: $29,950,458 , Insurance: $15,087
Termination by Company without Cause or by Executive for Good Reason	$41,789,857	Upon termination event	Breakdown: Severance: $4,897,201 , Pro Rata Bonus: $1,723,971 , RSU Vesting: $35,138,512 , Insurance: $30,173
Change in Control and Termination by Company without Cause or for Disability or by Executive for Good Reason	$43,259,018	Upon termination event	Breakdown: Severance: $6,366,362 , Pro Rata Bonus: $1,723,971 , RSU Vesting: $35,138,512 , Insurance: $30,173
Stock Vested	276,545 shares, $13,966,700	Upon vesting	Number of shares acquired and value realized on vesting

Performance Compensation

Data from FY 2023

Short-Term Incentive Plan (STIP)

Metric	Weighting	Threshold (in $ millions)	Target (in $ millions)	Maximum (in $ millions)	Actual (in $ millions)	% of Target Achieved	Payout %
Adjusted EBITDA – First Half	35%	$396.8	$440.9	$529.1	$507.7	115.2%	175.7%
Adjusted EBITDA – Second Half	35%	$501.7	$557.4	$668.9	$552.6	99.1%	95.7%
Q4 Core Lease Revenue Delivered	30%	$446.8	$496.5	$595.8	$471.2	94.9%	74.5%

Weighted Average Payout: 117.34%

STIP Target Opportunity: $1,469,160
STIP Earned: $1,723,971
Evaluation Period: Fiscal 2023
Vesting Schedule: Not applicable (cash-based incentive)
Conditions: Performance below 90% of target results in 0% payout with interpolated payouts between threshold, target, and maximum levels.

Performance-Based RSUs (LTIP)

Performance Metric: Relative Total Shareholder Return (TSR) compared to S&P MidCap 400 Index constituents
Payout Thresholds:
- Below 25th Percentile: 0% payout
- 25th Percentile (Threshold): 50% payout
- 50th Percentile (Target): 100% payout
- 85th Percentile and above (Maximum): 200% payout

Award Level	Shares Awarded	Value (in $)
Threshold	31,041 RSUs	N/A
Target	62,081 RSUs	$3,150,000
Maximum	124,162 RSUs	N/A

Vesting Schedule: Cliff vesting at the end of the three-year performance period (2023-2025)
Grant Date: February 24, 2023
Grant Date Fair Value: $5,665,871 (aggregate value for LTIP)
Grant Date Stock Price: Not explicitly provided

These performance compensation components are designed to align executive rewards with financial and stock market performance, ensuring accountability and value creation for shareholders.