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    Bradley L. Soultz

    Chief Executive Officer at WillScot Holdings Corp
    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 Corp

    AA
    Andrew Auns
    Senior Vice President of the Gulf South Division
    CZ
    Conrad Zils
    Vice President of Commercial Excellence
    CS
    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

    OrganizationRoleDate RangeDetails
    WillScotPresident 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
    CumminsLeadership Roles N/A [N/A]Held leadership positions in Europe and North America

    Fixed Compensation

    Data from  FY 2023
    Component NameAmountPayment ScheduleAdditional Details
    Base Salary $967,745 Annual2023 Base Salary
    Stock Awards $5,665,871 Annual GrantEquity awards granted in 2023
    Option Awards None awarded N/ANo option awards in 2023
    Other Compensation $34,062 AnnualBreakdown: 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 eventBreakdown: Severance: $979,440 , Pro Rata Bonus: $1,723,971 , RSU Vesting: $29,950,458 , Insurance: None
    Termination by Disability $31,689,516 Upon termination eventBreakdown: 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 eventBreakdown: 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 eventBreakdown: 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 vestingNumber of shares acquired and value realized on vesting

    Performance Compensation

    Data from  FY 2023

    Short-Term Incentive Plan (STIP)

    MetricWeightingThreshold (in $ millions)Target (in $ millions)Maximum (in $ millions)Actual (in $ millions)% of Target AchievedPayout %
    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 LevelShares AwardedValue (in $)
    Threshold31,041 RSUs N/A
    Target62,081 RSUs $3,150,000
    Maximum124,162 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.