YETI Holdings, Inc.
For the period ended May 1, 2025. Filed Mar 21, 2025.
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What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
May 1, 2025 · Filed Mar 21, 2025
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YETI$44.97-4.2%Stored close · as of Nov 6, 2026
Contents
Overview of 2024 Compensation Program
YETI’s 2024 compensation program for NEOs consisted of base salary; annual cash incentive award under the STIP; and long-term equity incentive (“LTI”) award, split between performance-based restricted stock units (“PBRSUs”) and time-based restricted stock units (“RSUs”).
| Compensation Type | Pay Element | Key Features | Objective | |
|---|---|---|---|---|
| Fixed | Cash | Base Salary | •Reviewed annually•Fixed pay based on each executive’s role, skills, experience, performance, external market value, and internal equity | •Provide stable compensation to executive officers and allow us to attract and retain skilled executive talent and maintain a stable leadership team |
| Variable | Short-Term Annual Incentive Award | •Requires the achievement of adjusted net sales and adjusted operating income targets•Sets target cash award as a percentage of base salary•Annual payouts range from 0% to 200% of the target opportunity | •Reward achievement of key drivers of our annual operating plan (“AOP”) | |
| Equity | Long-Term Incentive Award: Time-Based RSUs | •Paid in shares of YETI common stock upon vesting•3-year vesting period: 1/3 after year 1, then 1/6 semi-annually thereafter | •Link compensation to stockholder value creation through stock price growth•Promote retention | |
| Long-Term Incentive Award: Performance-Based RSUs | •Number of PBRSUs eligible to vest is based on cumulative free cash flow performance, with a relative total stockholder return modifier•Paid in shares of YETI common stock upon vesting•3-year performance period with cliff vesting after the performance period•Requires corporate performance against goals to be at least 90% of target in order for any PBRSU award to be earned•Caps PBRSU payout at 200% of the target award for maximum performance | •Link executives’ interests to long-term operating performance and shareholder value creation•Promote long-term focus and retention | ||
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