DEF 14A of Hackett Group, Inc., Mar 20, 2026

DEF 14A of Hackett Group, Inc.

Filed Mar 20, 2026 · FY20250001193125-26-117620

Open on EDGAR

  1. Continuing Directors

    Continuing Directors Maria A. Bofill is a seasoned executive, having served in senior strategic finance and operational roles for public and privately held multinational companies. Her more recent experience with a professional services firm was in the talent acquisition industry focused on business development, industry networking, resource placement and high-impact leadership, where Ms. Bofill provided financial, operational and human resource insights in the development and implementation of growth and profitability strategies. She is retired and last served as the Director of Business Development for TTG Talent Solutions, a boutique talent acquisition and placement firm from February of 2020 to March of 2023 where she forged relationships with numerous corporate entities, community organizations and institutions of higher learning. In this capacity, she applied her seasoned leadership skills to employee placement and retention initiatives, including expanding the understanding of diversity, equity and inclusion platforms. Her work in the talent acquisition industry benefits the Company which seeks to source high quality resources in highly competitive and challenging employment markets. From June 2016 to September 2019, Ms. Bofill served as the Chief Financial Officer for Fyffes North America, Inc. From May of 2008 to June of 2016, she served as the Director of Finance and Administration and Treasurer of Fresh Quest, Inc. From October 2005 to May 2008, Ms. Bofill served as the Managing Principal of Octavian, Inc. From January 1988 to October of 2005, she served as the Vice President of Finance and Administration for the North America region of Fresh Del Monte Produce. The Company benefits from Ms. Bofill’s in-depth financial and accounting experience which provides additional depth to the Audit Committee. Her experience working with multinational organizations is a valuable asset to the Company and provides insight into international markets. David N. Dungan is a founder of the Company, along with Mr. Fernandez. He served as a Managing Director from the Company’s inception until March 2000 when he became a director and was named Chief Operating Officer (“COO”). Mr. Dungan was named Vice Chairman in February of 2006. Prior to founding the Company, Mr. Dungan served as the National Partner-in-Charge of the World Class Finance Practice of the Strategic Services Consulting Division of KPMG LLP (“KPMG”) from May 1994 to February 1997. Mr. Dungan joined KPMG in 1986 and, until May 1994, held various executive positions with that firm. Mr. Dungan provides the Board with broad financial and operational experience managing and leading a professional services firm focused on business consulting. Richard N. Hamlin is a consultant and investor. He previously served as the Chief Financial Officer of CommerceQuest, Inc. from July 2002 to August 2003. He provides the Board with extensive financial and accounting experience gained over a more than thirty-year career as a Certified Public Accountant at KPMG. Mr. Hamlin served as a partner of KPMG for twenty-one years, which included service on KPMG’s board of directors from 1994 to 1998, and later became a partner of KPMG Consulting. Mr. Hamlin’s work experience provides additional depth of capability to the Audit Committee. Mr. Hamlin also has prior experience on a public company board as a former member of the board of directors and Chairman of the Audit Committee of eTelecare Global Solutions. Mr. Hamlin provides operational perspective from outside of the business consulting industry, having served as the Chairman and Trustee of the Dakota Minnesota Eastern Railroad, a wholly-owned subsidiary of Canadian Pacific Railroad, from October 2007 through November 2008. Ted A. Fernandez founded the Company in 1997 based on a strategy he developed from his extensive history in the professional services industry, which included an eighteen-year career with KPMG. From 1979 to 1994, Mr. Fernandez held several industry executive and client service positions with KPMG. His career at KPMG culminated in the role of the National Managing Partner of KPMG’s Strategic Services Consulting Division from May 1994 to January 1997. Mr. Fernandez also served as a member of KPMG’s Management Committee from 1995 to 1997. He brings an in-depth knowledge of the professional services industry, especially business consulting, and organizational leadership within that industry. He also provides extensive financial and accounting experience to the Board. Mr. Fernandez provides the Board with day to day knowledge of the Company’s business and markets. He also provides broad and deep experience with strategic plan development and execution. Mr. Fernandez has served as the Chairman of the Board and Chief Executive Officer (“CEO”) since founding the Company. Robert A. Rivero held numerous operating management positions with KPMG from 1965 to 1999 as a Senior Managing Partner of KPMG ranging from Office Managing Partner, Regional Partner in Charge and ultimately, National Senior Partner in Charge, leading nine different business units (both domestic and overseas). Since 2003, Mr. Rivero has served as the chief executive officer of RAR Management Services, LLC which provides advisory services to CEOs, assists companies in the development and implementation of strategic action plans for growth and profitability, and provides solutions to international business operating challenges. The Company benefits from Mr. Rivero’s broad experience base within the professional services industry. He also brings additional in-depth knowledge of financial and accounting experience to the Board. With experience advising senior executives of large international companies and having lived and managed operations in Europe, Latin America & Southeast Asia, Mr. Rivero’s knowledge of international markets is a valuable asset to the Board. Alan T.G. Wix was the Chairman of Fiva Marketing, Ltd. from April 2003 to December 2008. Mr. Wix served as the Chairman of the Board of Farsight PLC from April 1999 until June 2005. Mr. Wix served as the Chief Executive Officer of Farsight PLC from April 1999 until June 2002. Mr. Wix brings to the Board an extensive history of senior executive leadership at a major financial institution, having retired in August 1998 as Managing Director Core IT Development of Lloyds TSB, a position he held from January 1993. From April 1990 to January 1993, Mr. Wix held the position of Head of Development at Lloyds TSB. Prior to being elevated to that position, Mr. Wix held a variety of positions within the information systems division of Lloyds TSB. He has in-depth operational experience leading a significant division of an institution with global reach. He also has extensive experience as a purchaser of technology and business consulting services, and, as such, provides perspective on customer experience. Mr. Wix is a native of the United Kingdom and spent his professional career in the United Kingdom. He continues to make his home there. His knowledge of the European marketplace provides valuable international perspective to the Board.

  2. Overview of Compensation Philosophy and Objectives

    Overview of Compensation Philosophy and Objectives The Compensation Committee’s objectives relating to compensation are to align the financial interests of management and the Board with those of its shareholders and to attract and retain highly qualified executives. The Company achieves these objectives by linking a substantial portion of each individual’s compensation to the achievement of financial and operational objectives in a particular business unit or the Company as a whole. The Compensation Committee has adopted a “pay-for-performance” compensation program for the Company’s named executive officers. The program primarily rewards the achievement of annual adjusted diluted net earnings per share targets which, if met, result in the payment of cash bonuses and equity awards, which are in the form of performance-based restricted stock units. The program also rewards the achievement of long-term business objectives based on the continued improvement of operating performance, earnings growth and share value appreciation by vesting these performance-based restricted stock units over a subsequent minimum three-year period. This represents one of the long-term components of the Company's executive compensation programs. This vesting period, during which the value of the Company's common stock can rise or fall based on Company performance, places a premium on the execution of the Company’s long-term strategy and further aligns its executives’ interests with those of the Company's shareholders. The Company’s compensation programs require the Company’s executive officers to focus on the future growth and current profitability of the Company, as well as, on increasing shareholder value. In September 2024, the Compensation Committee approved the one-time grant of performance-based restricted stock unit awards (the “Stock Price Awards”) to the Company’s named executive officers, and eight other employees, under the Company’s 1998 Stock Option and Incentive Plan (the “Plan”). (See page 16 below for a more detailed discussion of the Stock Price Awards). The Stock Price Awards are designed to incentivize long-term out-performance of the Company’s stock price, aligning the executives’ interests with those of the Company’s stockholders while taking into account the Company’s need to aggressively pivot its capabilities to support generative artificial intelligence (“Gen AI”) related consulting and implementation services and pursue the development of or acquisition of Gen AI software platforms and related capabilities to support and differentiate its offerings. In connection with the grant of the Stock Price Awards, the Compensation Committee determined that annual equity incentive award opportunities for the named executive officers during the three-year performance period of the Stock Price Awards program will be reduced by 50%, as compared to the annual equity incentive award opportunities in the Company’s executive compensation program for 2024. As a result, the value of the 2025 equity awards to named executive officers were 50% less than 2024 and will remain at this level through 2028. The reduction applies to all other participants as well. The main goals of the Company’s executive compensation program are as follows: • to motivate and focus executives on critical business issues; • to ensure that the executive team has clear goals and accountability with respect to the Company’s financial performance; • to attract and retain executive talent; • to increase shareholder value; and • to provide significant incentive opportunities tied to the attainment of specific financial performance goals. The Company believes that its compensation programs support its business strategies and directly links pay with performance results. The Company continues to observe what it believes to be its directly comparative pay market, which is other strategic consulting and business advisory organizations and professional services firms which are mostly of significantly greater size. In order to assure that its executive compensation programs are both competitive and appropriate, the Compensation Committee reviews executive compensation periodically to determine whether any adjustments to specific compensation components should be implemented. In connection with this process, the Compensation Committee primarily considers the value of base salary and incentive cash and equity compensation. These compensation components are even more meaningful since the Company does not contribute to any retirement programs in any form including defined benefit, defined contribution or supplemental retirement plans for its executives. The Compensation Committee also periodically reviews external market data on executive compensation in order to obtain a general understanding of current compensation practices. In August 2024, the Company engaged PayGovernance, an independent compensation consultant, to perform a comprehensive review of the Company's executive compensation program, including a potential one-time equity grant as part of the Stock Price Awards, taking into account the Company's desire to pivot its capabilities to support Gen AI-related consulting services and solutions. PayGovernance reviewed annual target pay opportunities for top executives at comparable companies of similar size and reviewed one-time awards at select Small and Mid-Cap companies that were clearly distinct from a company's regular compensation program. The Compensation Committee has determined that the advisors retained or consulted by the Committee are independent and raise no conflict of interest concerns. PayGovernance did not and has not provided any services to the Company other than those services for which they were retained by the Compensation Committee and are not currently providing any services to the Company.

  3. Overview

    Overview The Company’s annual executive compensation program that applies to its three named executive officers, Messrs. Fernandez, Dungan and Ramirez, rewards the named executive officers for the achievement of exceptional operating results by providing significant incentive opportunities tied to the attainment of specific financial performance goals. The design of the program has been substantially consistent since it was created by the Compensation Committee in 2005 based on recommendations from a nationally recognized executive compensation consulting firm at the time. The Compensation Committee engaged a consultant in 2017 and again in 2024 to review the compensation program. The Compensation Committee continues to believe that its annual compensation program and compensation levels are appropriate for the Company. The program consists of base salaries and cash and equity incentive bonus opportunities that the Company believes are market competitive for companies of similar size within its industry. The Company's annual executive compensation program consists of two primary elements: (1) short-term compensation in the form of annual compensation, consisting of base salaries, annual cash incentive compensation and employee benefits; and (2) long-term incentive compensation in the form of performance-based restricted stock units which, after being earned through the achievement of performance targets, then vest over a three-year period. Performance-based cash awards and restricted stock awards are tied to the achievement of adjusted diluted net earnings per share targets based on a Board-approved annual operating plan. Adjusted diluted net earnings per share is defined as net income before income from discontinued operations, if applicable, and excludes restructuring charges and asset impairments, acquisition-related adjustments, non-cash stock compensation expense, amortization of intangible assets, non-recurring charges and includes a tax rate based on Generally Accepted Accounting Principles (“GAAP”). Adjusted diluted net earnings per share is based on weighted average common and common equivalent shares outstanding. In addition, the Compensation Committee retains the right to exclude the impact of certain non-recurring events from the adjusted diluted net earnings per share calculation when, in the opinion of the Compensation Committee, inclusion would not accurately reflect the core operating performance of the Company. The Committee believes that adjusted diluted net earnings per share is the best measure of core operating performance for determining incentive compensation. On an annual basis, the Compensation Committee evaluates and establishes the threshold and target achievement levels for the Company’s annual incentive compensation program for its named executive officers, which consist of its CEO, COO and CFO, which it refers to as “Commence,” “Goal” and “Superior.” If the Company’s performance falls short of the established goals for business growth, then the bonus compensation paid in connection with the program is reduced or no bonuses are paid at all. Payouts are interpolated if results fall between performance levels and extrapolated for performance exceeding the Superior level. The Company believes the targets established for its named executive officers are challenging. This program has been in effect for 21 years. In two of those years, no bonuses were paid to the named executive officers as the Commence performance target was not achieved. In ten of those years, including for 2025, a bonus was paid based on results which were between the Commence and the Goal targets. Including 2020, during which a modified executive compensation program was utilized in light of the impact of the COVID-19 pandemic on the Company's business, in two of those years, the Goal target was achieved. In seven of those years, over which average adjusted diluted earnings per share growth was 110%, the Company’s performance exceeded the Superior target. Excluding 2010, when adjusted diluted earnings per share growth was 476%, the average adjusted diluted earnings per share growth over the other six years in which Superior targets were achieved was 50%. The Compensation Committee targets an even balance between the cash and equity incentive award opportunities included in the Company’s annual compensation programs overall, but weights the equity component in the named executive officer compensation program more heavily in the case of its CEO and COO. Performance-based equity grants issued to employees, other than the Company’s named executive officers, typically vest over a three or four-year period, based on the recipient’s individual compensation program with the exception of two programs designed for the Company’s senior leadership. The first of those programs was introduced in 2020, and vests a portion of the participant’s annual equity opportunity after the conclusion of the compensation year subject to the achievement of a minimal level of Company profitability and the achievement of personal management objectives established for the individual. For 2025, fourteen individuals participated in this program. Mr. Fernandez and Mr. Dungan do not participate in this program. The second of these programs offers the participant the opportunity to receive a significant equity grant if the person achieves an extraordinary long-term financial goal for which the person has three or four years to achieve. The equity grant, if awarded, would vest on the first anniversary of the grant date. Mr. Fernandez, Mr. Dungan and Mr. Ramirez do not participate in this program. All equity grants, other than those issued upon hiring or for retention purposes, are issued based on the achievement of Company, group or individual performance goals, any combination thereof, or extraordinary individual contribution. Vesting is contingent on continued employment. The Company regards this vesting period as an important retention tool. More importantly, the Company believes that incentive compensation that is paid in the form of equity that vests over three or four years serves as a meaningful long-term incentive, the ultimate value of which is directly correlated to the price of the Company’s common stock at the end of the vesting period. This rewards employees for increasing shareholder value. A heavier weighting on the incentive equity component ties a greater portion of the Company’s CEO and COO’s ultimate compensation to the ability to deliver increased shareholder value over the vesting period. To further ensure the alignment of the CEO’s interests with those of the Company’s shareholders, the Board has adopted stock ownership guidelines that require the CEO to own a number of shares equal in value to six times his annual base salary. The CEO is currently in compliance with these guidelines.

  4. Overview

    In September 2024, the Compensation Committee approved the Stock Price Awards program which included a one-time grant of performance-based restricted stock unit awards to the Company’s named executive officers, and eight other employees, under the Plan. The Stock Price Awards program is designed to incentivize long-term out-performance of the Company’s stock price, aligning the executives’ interests with those of the Company’s stockholders while taking into account the Company’s need to aggressively pivot its capabilities to support Gen AI-related consulting and implementation services and pursue the development of or acquisition of Gen AI software platforms and related capabilities to support and differentiate its offerings. Additionally, the annual equity incentive award opportunities for the named executive officers during the performance period of the Stock Price Awards program is reduced by 50%, as compared to the annual equity incentive award opportunities in the Company’s executive compensation program for 2024 for compensation years 2025 through 2028 even if the performance hurdles are achieved earlier than that. The Stock Price Awards are eligible to become earned based on the achievement of three significant stock price hurdles over a performance period from the date of grant through December 31, 2028 and are conditioned upon satisfaction of time-based vesting conditions. The volume weighted average price per share of the Company’s common stock over any 20 consecutive trading days during the performance period must exceed the applicable stock price hurdle in order for the stock price hurdle to be considered achieved. Notwithstanding the date of achievement of the stock price hurdles during the performance period, the Stock Price Awards subject to the first, second and third stock price hurdles may not vest until the first, second and third anniversary of the grant date, respectively, which requires continued service through such date. The following table illustrates the amounts of performance-based restricted stock units that can be earned based on achievement of the three stock price hurdles applicable to the Stock Price Awards, which hurdles were established by the Compensation Committee:

  5. Shareholder “Say on Pay” Vote

    Shareholder “Say on Pay” Vote The Board and the Compensation Committee regularly evaluate the Company’s executive compensation policies and practices to ensure they appropriately incentivize performance, reinforce accountability, and align executives’ interests with those of our shareholders—particularly during periods when decisive action is required to protect and enhance long‑term shareholder value. As part of this evaluation, the Board and the Compensation Committee consider the results of the annual advisory vote on executive compensation, commonly known as the “say‑on‑pay” vote. At the Company’s 2025 annual meeting of shareholders, approximately 44% of the votes were cast in support of the say‑on‑pay proposal, compared to an average of approximately 98% support since 2020. The Board viewed this outcome as a clear signal to further engage with shareholders and to strengthen the Company’s disclosure regarding the strategic context and objectives underlying the compensation decisions submitted for shareholder approval. After the 2025 annual meeting, the Company directly reached out to shareholders representing approximately 64.7% of its outstanding common stock and engaged in discussions with shareholders representing approximately 7.3% of its common stock regarding the say‑on‑pay vote. These discussions, led by the CEO and, in one case, the Compensation Committee Chair, reinforced that shareholders sought clearer disclosure connecting the Stock Price Awards to the magnitude of the strategic transformation underway and the Compensation Committee’s objective of incentivizing disciplined execution of a transition it believes is essential to protecting and enhancing long‑term shareholder value. Additionally, the Company also has an active year‑round shareholder engagement program that provides shareholders with opportunities to raise questions or concerns, including through direct outreach following earnings calls and during investor meetings throughout the year. Shareholders who responded indicated that the one‑time Stock Price Awards granted in September 2024 (which were disclosed on a Form 8-K filed on September 16, 2024), were a significant factor in their voting decisions, particularly with respect to the strategic rationale for the awards. While shareholders generally recognized that the Company was navigating a period of profound change in the consulting and technology landscape, they indicated that additional context regarding the scale, urgency, and execution risk of the Company’s strategic transformation would have been helpful in better understanding why the Compensation Committee believed it was necessary to provide targeted, performance‑based incentives to ensure its successful execution. By way of background, beginning in 2023, the Company initiated a fundamental strategic pivot to reposition its business toward Gen AI‑enabled consulting, implementation, and platform‑led offerings in response to what the Board and management viewed as a critical and time‑sensitive inflection point for the industry. This transformation required the rapid design and development of new Gen AI platforms, including the launch of AI XPLR in January 2024; the codification and indexing of the Company’s proprietary intellectual capital into a domain‑specific Gen AI model; extensive retraining and change across the delivery organization; and the identification and acquisition of LeewayHertz, a globally recognized Gen AI engineering organization. These initiatives were executed by the existing leadership team, without the use of outside advisory or banking support, while maintaining financial discipline and continuing to deliver operating results. In response to this feedback, the Company has taken the following actions: • No Additional Special Awards. The Compensation Committee has committed not to grant any new special or one‑time equity awards until at least the conclusion of the performance period for the existing Stock Price Awards (December 31, 2028) for any named executive officer. • Future Equity Opportunities. The Stock Price Award program required participants to forfeit 50% of their annual equity opportunity for each of 2025, 2026, 2027 and 2028. The disclosures in this Proxy Statement have been updated to more clearly reflect this reduction. • Enhanced Disclosure and Transparency. The Company has enhanced its executive compensation disclosure in the CD&A to provide clearer explanation of the strategic context, objectives, and performance alignment underlying its equity awards, including any future special or one‑time awards, if granted. • Ongoing Shareholder Engagement. The Company has committed to continue and expand its year‑round shareholder engagement efforts to ensure continued dialogue regarding executive compensation and governance matters. The Board and the Compensation Committee believe these actions directly address the concerns expressed by shareholders following the 2025 say‑on‑pay vote and demonstrate the Company’s commitment to aligning executive compensation with long‑term shareholder value creation, disciplined pay practices, and robust governance oversight. The Board remains committed to understanding shareholder perspectives and to earning increased support for the Company’s executive compensation program over time.

  6. Executive Compensation Decisions for 2025

    | Name | Principal Position | Non-Equity (Cash) Incentives | | | Equity Incentives Through 2028 | | | | | | Commence | Goal | Superior | Commence | Goal | Superior | | Ted A. Fernandez | Chairman, Chief Executive Officer | 0% | 120% | 210% | 0% | 102% | 150% | | David N. Dungan | Vice Chairman, Chief Operating Officer | 0% | 96% | 168% | 0% | 77% | 113% | | Robert A. Ramirez | Executive Vice President, Chief Financial Officer | 0% | 60% | 90% | 0% | 30% | 45% |

  7. Timing of Equity Incentive Plan Awards and Discretionary Equity Awards

    Timing of Equity Incentive Plan Awards and Discretionary Equity Awards The Company does not have a program, policy, plan or practice to time equity awards, including option grants, to its named executive officers or directors in coordination with the release of material non-public information. The Company consistently presents to its Compensation Committee for approval all year-end cash and equity bonus awards based on the previous year’s results at the first Compensation Committee meeting of the year. However, the timing of this approval may be changed in the event of extraordinary circumstances. Therefore, neither the Board nor the Compensation Committee take material non-public information into account when determining the timing of equity awards, nor do they time the disclosure of material non-public information for the purpose of impacting the value of executive or director compensation. The Company’s equity plan expressly prohibits the repricing of options and SARs.

  8. SUMMARY COMPENSATION TABLE

    SUMMARY COMPENSATION TABLE

  9. SUMMARY COMPENSATION TABLE

    | Name and Principal Position | Year | Salary ($) | Stock Awards ($)(1)(2) | Non-Equity Incentive Plan Compensation ($)(1) | Total ($) | | Ted A. Fernandez | 2025 | 900,000 | 334,688 | 393,750 | 1,628,438 | | (Chairman, Chief | 2024 | 900,000 | 14,019,025(3) | 1,014,511 | 15,933,536 | | Executive Officer) | 2023 | 750,000 | 1,023,570 | 602,100 | 2,375,670 | | David N. Dungan | 2025 | 630,000 | 175,711 | 220,500 | 1,026,211 | | (Vice Chairman, Chief | 2024 | 630,000 | 7,359,994(3) | 568,126 | 8,558,120 | | Operating Officer) | 2023 | 525,000 | 537,374 | 337,176 | 1,399,550 | | Robert A. Ramirez | 2025 | 400,000 | 120,000(4) | 87,500 | 607,500 | | (Executive Vice President | 2024 | 400,000 | 1,333,047(3)(4) | 225,447 | 1,958,494 | | Finance and Chief Financial Officer) | 2023 | 400,000 | 200,280(4) | 160,560 | 760,840 |

  10. SUMMARY COMPENSATION TABLE

    See “Compensation Discussion and Analysis” beginning on page 14 of this proxy statement for a discussion of how the non-equity (cash) incentive amounts are determined. These non-equity (cash) and equity grants (excluding the Stock Price Awards discussed in Footnote 3 below) are performance-based and were determined based on the achievement of annual adjusted diluted net earnings per share targets. (Also see the “Grants of Plan-Based Awards” table on page 24 of this proxy statement for additional detail on non-equity (cash) and equity incentive compensation earned based on fiscal 2025 performance). (2) Amounts shown in this column are based on the aggregate grant date fair value, computed in accordance with FASB ASC Topic 718, as amended, of grants of performance-based restricted stock units, including restricted stock units issued in connection with the Stock Price Awards to the named executive officers in the applicable fiscal year. Assumptions used in the calculation of the amounts in this column are described in Note 10 to the Company's audited consolidated financial statements contained in its Form 10-K for the fiscal year ended December 26, 2025. (3) Amounts shown include $12,104,914 for Mr. Fernandez, $6,355,086 for Mr. Dungan and $1,107,600 for Mr. Ramirez related to the aggregate grant date fair value of the Stock Price Awards. The Stock Price Awards will be incrementally earned based on the Company’s achievement of three share price targets within a performance period from the date of grant through December 31, 2028. 33.33%, 33.33% and 33.34% of the award is earned on each date on which the Company achieves volume weighted average price per share price targets of $30.00, $40.00, and $50.00, respectively, for a consecutive 20-trading day period, with vesting subject to certain time vesting conditions. The $30 share price hurdle associated with the Stock Price Awards was achieved in the fourth quarter of 2024. One third of the Stock Price Awards issued to Messrs. Fernandez, Dungan and Ramirez vested on September 16, 2025. Includes 3,824, 5,128 and 5,468 restricted stock units granted on February 14, 2025, February 16, 2024, and February 17, 2023, respectively, which vested in full one year from the date of grant subject to Mr. Ramirez’ satisfaction of the achievement of personal management objectives established.

  11. GRANTS OF PLAN-BASED AWARDS FOR FISCAL YEAR 2025

    GRANTS OF PLAN-BASED AWARDS FOR FISCAL YEAR 2025 The following table sets forth information on the equity grant awards issued to the named executive officers under the Company’s executive compensation plan for fiscal 2025.

  12. GRANTS OF PLAN-BASED AWARDS FOR FISCAL YEAR 2025

    | Name | Grant Date | Cash (Non-Equity) Incentive Compensation Awards ($) | Equity (Restricted Stock Unit) Incentive Compensation (#)(2) | Grant Date Fair Value of Stock Awards ($) | | Ted A. Fernandez | February 12, 2026 | 393,750 | 23,275(1) | 334,688 | | David N. Dungan | February 12, 2026 | 220,500 | 12,219(1) | 175,711 | | Robert A. Ramirez | February 14, 2025 | 87,500 | 3,824(3) | 120,000 |

  13. GRANTS OF PLAN-BASED AWARDS FOR FISCAL YEAR 2025

    (1) One third of each equity grant vests annually beginning with the first anniversary of the grant date. (See “Compensation Discussion and Analysis” beginning on page 14 of this proxy statement for a discussion of the performance criteria and how these performance-based awards are determined). (2) Amounts shown in this column are based on the aggregate grant date fair value, computed in accordance with FASB ASC Topic 718, as amended, of grants of performance-based restricted stock units, including restricted stock units issued in connection with the Stock Price Awards to the named executive officers in the applicable fiscal year. Assumptions used in the calculation of the amounts in this column are described in Note 10 to the Company's audited consolidated financial statements contained in its Form 10-K for the fiscal year ended December 26, 2025. (3) Mr. Ramirez received a grant of 3,824 restricted stock units on February 14, 2025 which vested in full one year from the date of grant subject to Mr. Ramirez’ satisfaction of the achievement of personal management objectives established. (See “Executive Compensation Decisions for 2025” on page 19 of this proxy statement for more information about these restricted stock units). Equity Compensation Plan Information The Company maintains The Hackett Group, Inc. 1998 Stock Option and Incentive Plan, as amended (the “Plan”) and The Hackett Group, Inc. Purchase Plan. The table below sets forth the following information as of December 26, 2025, for (1) all compensation plans previously approved by the Company’s shareholders and (2) all compensation plans not previously approved by the Company’s shareholders: • The number of securities to be issued upon the exercise of outstanding options, warrants and rights and the vesting of unvested restricted stock units; • The weighted-average exercise price of such outstanding options, warrants and rights; and The number of securities remaining available for future issuance under the plans, other than securities to be issued upon the exercise of such outstanding options, warrants and rights and the vesting of restricted stock units.

  14. GRANTS OF PLAN-BASED AWARDS FOR FISCAL YEAR 2025

    | Plan Category | Number of Securities to be Issued Upon Exercise of Outstanding Options, Warrants and Rights and the Vesting of Unvested Restricted Stock Units (#) | Weighted Average Exercise Price of Outstanding Options and Unvested Restricted Stock Units, Warrants and Rights ($) | Number of Securities Remaining Available for Future Issuance Under Equity Compensation Plans (Excluding Securities Reflected in Column 1) (#)(3) | | Restricted stock units issued under equity compensation plans approved by shareholders(1) | 2,481,642(4) | — | 1,870,600(2) | | Stock options issued under equity compensation plans approved by shareholders(1) | —(4) | — | 438,445 | | Equity compensation plans not approved by shareholders | — | — | — | | Total | 2,481,642 | | 2,309,045 |

  15. GRANTS OF PLAN-BASED AWARDS FOR FISCAL YEAR 2025

    The equity compensation plans approved by the Company’s shareholders are the Plan and the Purchase Plan. The Plan authorizes the issuance of compensation equity awards in the form of restricted stock, restricted stock units, stock options and SARs. Since fiscal year 2005, the Company’s primary equity compensation plan component has been restricted stock units. As such, the Company believes it is important to highlight in this table statistical information related to the restricted stock units issued, outstanding and unvested as well as the shares available under the sublimit for issuance of restricted stock and restricted stock units under the Plan. (2) As of the Record Date, there were 1,509,482 shares available for issuance underlying restricted stock or restricted stock units. (3) This amount does not include 104,800 shares available for issuance under the Purchase Plan. As of the Record Date, the number of issued and unvested restricted stock units was 2,360,502. There were no outstanding stock options, either vested or unvested.

  16. OUTSTANDING EQUITY AWARDS AT FISCAL YEAR-END

    OUTSTANDING EQUITY AWARDS AT FISCAL YEAR-END The following table sets forth information concerning unvested restricted stock units for each named executive officer outstanding as of the end of fiscal 2025. (Does not include equity awards granted after fiscal year-end. See the “Grants of Plan-Based Awards” table on page 24 of this Proxy Statement and “Executive Compensation Decisions for 2025” on page 19 of this proxy statement for information on payments and grants made following the 2025 fiscal year-end related to 2025 performance-based compensation.)

  17. OUTSTANDING EQUITY AWARDS AT FISCAL YEAR-END

    | | Outstanding Restricted Stock Awards | | | Name | Number of Shares or Units of Stock That Have Not Vested (#) | Market Value of Shares or Units of Stock That Have Not Vested ($)(1) | | Ted A. Fernandez | 656,502(2) | 2,634,283 | | David N. Dungan | 344,664(3) | 1,383,002 | | Robert A. Ramirez | 64,201(4) | 323,534 |

  18. OUTSTANDING EQUITY AWARDS AT FISCAL YEAR-END

    (1) Amounts shown in this column are based on the aggregate grant date fair value, computed in accordance with FASB ASC Topic 718, as amended, of grants of performance-based restricted stock units, including restricted stock units issued in connection with the Stock Price Awards to the named executive officers in the applicable fiscal year. Assumptions used in the calculation of the amounts in this column are described in Note 10 to the Company's audited consolidated financial statements contained in its Form 10-K for the fiscal year ended December 26, 2025. (2) Includes 131,912 performance-based restricted stock units granted in 2023, 2024 and 2025 for 2022, 2023 and 2024 fiscal year performance, respectively, and includes the unvested portion of 524,590 restricted stock units issued in connection with the Stock Price Awards granted in 2024. The unvested Stock Price Awards vest based on achievement of two significant stock price hurdles and time-based vesting conditions. (See “The Elements of Executive Compensation of the Company – Overview” on page 15 of this proxy statement for more information about the Stock Price Awards). Excludes 23,275 restricted stock units granted on February 12, 2026, for 2025 fiscal year performance, one third of which will vest annually on the anniversary of the date of grant. (See “Executive Compensation Decisions for 2025” on page 19 of this proxy statement for more information about these restricted stock units). (3) Includes 69,254 performance-based restricted stock units granted in 2023, 2024 and 2025 for 2022, 2023 and 2024 fiscal year performance, respectively, and includes the unvested portion of 275,410 restricted stock units issued in connection with the Stock Price Awards granted in 2024. The unvested Stock Price Awards vest based on achievement of two significant stock price hurdles and time-based vesting conditions, (See “The Elements of Executive Compensation of the Company – Overview” on page 15 of this proxy statement for more information about the Stock Price Awards). Excludes 12,219 restricted stock units granted on February 12, 2026, for 2025 fiscal year performance, one third of which will vest annually on the anniversary of the date of grant. (See “Executive Compensation Decisions for 2025” on page 19 of this proxy statement for more information about these restricted stock units). Includes 16,201 performance-based restricted stock units granted in 2023, 2024 and 2025 for 2022, 2023 and 2024 fiscal year performance, respectively, and includes the unvested portion of 48,000 restricted stock units issued in connection with the Stock Price Awards granted in 2024. Excludes 8,345 restricted stock units granted on February 12, 2026, which vest in full one year from the date of grant subject to Mr. Ramirez’ satisfaction of the achievement of established personal management objectives. (See “Executive Compensation Decisions for 2025” on page 19 of this proxy statement for more information about these restricted stock units).

  19. OPTION EXERCISES AND STOCK VESTED (During fiscal year-ended December 26, 2025)

    OPTION EXERCISES AND STOCK VESTED (During fiscal year-ended December 26, 2025) The following table sets forth information concerning the vesting of stock awards in the form of restricted stock units, for each named executive officer during fiscal 2025. Value realized is based on the closing price for the Company’s common stock on the date of exercise or vesting, respectively.

  20. OPTION EXERCISES AND STOCK VESTED (During fiscal year-ended December 26, 2025)

    | | Stock Awards | | | Name | Number of Shares Acquired on Vesting (#)(1) | Value Realized on Vesting ($) | | Ted A. Fernandez | 371,111 | 8,910,335 | | David N. Dungan | 194,832 | 4,677,884 | | Robert A. Ramirez | 45,490 | 1,183,671 |

  21. OPTION EXERCISES AND STOCK VESTED (During fiscal year-ended December 26, 2025)

    (1) Reflects the total number of vested restricted stock units. The following table provides additional information regarding the vested restricted stock units:

  22. OPTION EXERCISES AND STOCK VESTED (During fiscal year-ended December 26, 2025)

    | Name | Total Number of Restricted Stock Units Vested (#) | Net Restricted Stock Units Received After Tax Withholding (#) | | Ted A. Fernandez | 371,111 | 225,147 | | David N. Dungan | 194,832 | 109,770 | | Robert A. Ramirez | 45,490 | 30,813 |

  23. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE OF CONTROL

    POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE OF CONTROL The tables below quantify (in U.S. dollars) the potential payments upon termination or a change in control of the Company for each of the named executive officers actively employed by the Company at the end of fiscal year 2025. All amounts are calculated assuming (i) a termination date of December 26, 2025 and (ii) the price per share of the Company’s securities was the closing market price as of that date. These payments are subject to the terms of the employment agreements that are summarized under “Narrative Disclosure to Summary Compensation Table and Plan-Based Awards Table” on page 27 of this proxy statement.

  24. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE OF CONTROL

    | Mr. Fernandez’s Benefits and Payments Upon Termination | Death ($) | Disability ($) | By the Company for Cause ($) | By the Executive for Good Reason ($) | Change of Control ($) | | Compensation: | | | | | | | Base Salary | — | 900,000 | — | 900,000 | — | | Annual Bonus | — | 393,750 | — | 393,750 | — | | Restricted Stock Units (unvested and accelerated)(1) | 2,634,283 | 2,634,283 | — | 2,634,283 | 2,634,283 | | Change of Control Payment | — | — | — | — | 10,619,851 | | Benefits and Perquisites: | | | | | | | Health Insurance Premiums | — | 26,508 | — | 26,508 | 26,508 | | Life, Accidental Death and Disability Premiums | — | 1,685 | — | 1,685 | 1,685 | | Life Insurance Premium | — | — | — | — | — | | Gross-up Payment | — | — | — | — | — | | Total | 2,634,283 | 3,956,226 | — | 3,956,226 | 13,282,327 |

  25. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE OF CONTROL

    | Mr. Dungan’s Benefits and Payments Upon Termination | Death ($) | Disability ($) | By the Company for Cause ($) | By the Executive for Good Reason ($) | Change of Control ($) | | Compensation: | | | | | | | Base Salary | — | 630,000 | — | 630,000 | — | | Annual Bonus | — | 220,500 | — | 220,500 | — | | Restricted Stock Units (unvested and accelerated)(2) | 1,383,002 | 1,383,002 | — | 1,383,002 | 1,383,002 | | Change of Control Payment | — | — | — | — | 5,919,832 | | Benefits and Perquisites: | | | | | | | Health Insurance Premiums | — | 18,586 | — | 18,586 | 18,586 | | Life, Accidental Death and Disability Premiums | — | 1,093 | — | 1,093 | 1,093 | | Life Insurance Premium | — | — | — | — | — | | Gross-up Payment | — | — | — | — | — | | | | | | | — | | Total | 1,383,002 | 2,253,181 | — | 2,253,181 | 7,322,513 |

  26. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE OF CONTROL

    | Mr. Ramirez’s Benefits and Payments Upon Termination | Death ($) | Disability ($) | By the Company for Cause ($) | By the Executive for Good Reason ($) | Change of Control ($) | | Compensation: | | | | | | | Base Salary | — | — | — | 200,000 | 400,000 | | Annual Bonus | — | — | — | — | — | | Stock Options and Restricted Stock Units (unvested and accelerated)(3) | 323,534 | 323,534 | — | 323,534 | 323,534 | | Benefits and Perquisites: | | | | | | | Health Insurance Premiums | — | 32,422 | — | 32,422 | 32,422 | | Life, Accidental Death and Disability Premiums | — | 4,069 | — | 4,069 | 4,069 | | Life Insurance Premium | — | 11,089 | — | 11,089 | 11,089 | | Gross-up Payment | — | — | — | — | — | | Total | 323,534 | 371,114 | — | 571,114 | 771,114 |

  27. POTENTIAL PAYMENTS UPON TERMINATION OR CHANGE OF CONTROL

    Includes value of 131,912 unvested restricted stock units which were outstanding at year end and which would vest upon a change of control, Mr. Fernandez’s death, disability, resignation for good reason or involuntary termination without cause. Includes value of 69,254 unvested restricted stock units which were outstanding at year end and outstanding at year end and which would vest upon a change of control, Mr. Dungan’s death, disability, resignation for good reason or involuntary termination without cause. Includes value of 16,201 unvested restricted stock units which were outstanding at year end and which would vest upon a change of control, Mr. Ramirez’s death, disability, resignation for good reason or involuntary termination without cause. In certain cases, the tax laws deny an income tax deduction for payments that are contingent upon a change in control. Benefits under the employment agreements will be delayed or modified if such delays or modifications are necessary to comply with the rules governing deferred compensation plans under Section 409A of the Internal Revenue Code.

  28. DIRECTOR COMPENSATION

    DIRECTOR COMPENSATION Director Compensation for 2025 Directors who are officers or employees of the Company or any subsidiary of the Company receive no additional compensation for serving on the Board or any of its committees. Each outside director receives an annual $40,000 cash retainer, paid quarterly. All directors are reimbursed for travel expenses incurred in connection with attending Board and committee meetings. The Company’s outside directors also receive an annual restricted stock unit grant equal in value to $108,000 on the date of grant. Under this program, 67% of the restricted stock units granted will vest in full on the one-year anniversary of the date of grant and 33% will vest one-third per year beginning on the first anniversary of the grant date and will also vest upon involuntary termination of service, including change of control. Upon reaching ten years of service on the Board, outside director members receive a restricted stock unit grant equal in number of units to his or her annual service grant for that year. Each of the Company’s outside directors is allowed to elect to defer the receipt of their shares upon vesting for three years, five years or until death, disability or termination of service on the Board.

  29. Director Compensation for Fiscal 2025

    Director Compensation for Fiscal 2025

  30. Director Compensation for Fiscal 2025

    | Name | Fees Earned or Paid in Cash ($) | Stock Awards (1) ($) | Total ($) | | Maria A. Bofill | 40,000 | 108,000 | 148,000 | | Richard N. Hamlin | 40,000 | 108,000 | 148,000 | | John R. Harris | 40,000 | 108,000 | 148,000 | | Robert A. Rivero | 40,000 | 108,000 | 148,000 | | Alan T.G. Wix | 40,000 | 108,000 | 148,000 |

  31. Director Compensation for Fiscal 2025

    (1) Amounts shown in this column are based on the aggregate grant date fair value as computed in accordance with FASB ASC Topic 718, as amended, for restricted stock units during fiscal 2025. The aggregate number of restricted stock unit awards and the aggregate number of stock option awards outstanding at fiscal year-end appears in the “Outstanding Director Equity Awards at 2025 Fiscal Year-End” table below. Director Compensation for 2026 For 2026, each outside director will continue to receive an annual $40,000 cash retainer, paid quarterly. All directors are reimbursed for travel expenses incurred in connection with attending Board and committee meetings. The Company’s outside directors will also receive annual restricted stock unit grants equal in value to $108,000 on the date of grant. 67% of the restricted stock units granted under this program will vest in full on the one-year anniversary of the date of grant and 33% will vest one-third per year beginning on the first anniversary of the grant date. All grants will also vest upon involuntary termination of service, including change of control. All other aspects of the Company’s outside director compensation program remain unchanged.

  32. PAY RATIO

    PAY RATIO Presented below is the ratio of annual total compensation of the Company's CEO to the annual total compensation of its median employee (excluding its CEO). The ratio presented below is a reasonable estimate calculated in a manner consistent with Item 402(u) of Regulation S-K under the Securities Exchange Act of 1934 (the "Exchange Act"). In identifying the Company's median employee, the Company's calculation included the base salary for each employee as of December 26, 2025, commissions paid in 2025 and any cash and equity performance and non-performance-based bonus compensation paid or granted to such employees in 2026, based on their performance for fiscal year 2025. Bonus information for 2025 was not available for all employees as of the Record Date as several of the Company's practices conduct performance reviews during the first quarter of the year and approve raises and pay bonuses in April. For employees in these practices the Company estimated 2025 cash and equity bonuses. The amount included for equity performance and non-performance-based bonus compensation grants equaled the fair market value of the shares underlying such grant as of the grant date, however, these grants are subject to time vesting which requires continued employment of the grantee for a period of time ranging from one year, or three to four years. Cash compensation for these purposes included base salary or wages plus overtime pay, cash bonuses, cash commissions and comparable cash elements of compensation in non-U.S. jurisdictions, if applicable, and was calculated using internal payroll and/or tax records. Salaries or wages paid in non-U.S. jurisdictions were converted to U.S. dollars using exchange rates in effect as of December 26, 2025. The Company did not apply any cost-of-living adjustments as part of the calculation. The Company selected the median employee based on 1,355 full-time and part-time workers who were employed as of December 26, 2025. The fiscal year 2025 annual total compensation as determined under Item 402 of Regulation S-K for the Company's CEO was $1,628,438. The 2025 annual total compensation as determined under Item 402 of Regulation S-K for the Company's median employee was $77,000. The ratio of the Company's CEO’s annual total compensation to its median employee’s total compensation for fiscal year 2025 is 21 to 1. The Company has employees in countries with differing labor market characteristics. As such, for purposes of comparability the Company has also calculated the total annual compensation for its median employee in the United States where the Company has 586 employees and generate the majority of its revenue and profitability. The total annual compensation for the median U.S. based employee is $200,000. The ratio of the Company's CEO’s annual total compensation to its median U.S. based employee’s total compensation for fiscal year 2025 is 8 to 1.

  33. PAY VERSUS PERFORMANCE

    PAY VERSUS PERFORMANCE As required by Item 402(v) of Regulation S-K, the Company is providing the following information concerning pay versus performance.

  34. PAY VERSUS PERFORMANCE

    | | | | | | Value of Initial Fixed $100 Investment Based On: | | | | | Year | Summary Compensation Table Total for CEO(1)(2) | Compensation Actually Paid to CEO(3) | Average Summary Compensation Table Total for Non-CEO Named Executive Officers(1)(2) | Average Compensation Actually Paid to Non-CEO Named Executive Officers(3) | Total Shareholder Return(4) | Peer Group Total Shareholder Return(5) | Net Income(6) | Adjusted Diluted Earnings Per Share(7) | | 2025 | $1,628,438 | $(5,279,001) | $816,856 | $(1,365,341) | $154 | $262 | 12,943 | $1.55 | | 2024 | $15,933,536 | $4,407,241 | $5,258,307 | $1,713,451 | $216 | $158 | 29,630 | $1.68 | | 2023 | $2,375,670 | $4,557,509 | $1,080,195 | $1,813,398 | $156 | $139 | 34,151 | $1.55 | | 2022 | $5,540,340 | $5,954,698 | $2,198,741 | $2,343,269 | $137 | $105 | 40,802 | $1.52 | | 2021 | $6,081,600 | $4,262,516 | $2,391,965 | $1,780,479 | $135 | $90 | 41,545 | $1.31 |

  35. PAY VERSUS PERFORMANCE

    (1) For each year shown, the CEO was Ted A. Fernandez and the other named executive officers were David N. Dungan and Robert A. Ramirez. (2) The values reflected in this column reflect the “Total” compensation set forth in the Summary Compensation Table (“SCT”) on page 23. (See the footnotes to the SCT for further detail regarding the amounts in this column. For 2024 this includes the grant date fair value of the Stock Price Award grant). (3) See “Computation of Compensation Actually Paid” below for a discussion of the amounts included in this column. (4) Reflects the cumulative total shareholder return (“TSR”) of the Company for the year ended December 31, 2021, the two-years ended December 31, 2022, the three years ended December 31, 2023, the four years ended December 31, 2024 and the five years ended December 31, 2025, assuming a $100 investment at the closing price on December 31, 2020 and the reinvestment of all dividends. (5) Reflects the cumulative total shareholder return of the peer group utilized in the stock performance graph required by Item 201(e) of Regulation S-K included in the Company's Annual Report for the year ended December 26, 2025 that consists of Alithya Group Inc. (formerly known as Edgewater Technology, Inc.), Huron Consulting Group, Inc. and Information Services Group, Inc. for the year ended December 31, 2021, the two years ended December 30, 2022, the three years ended December 29, 2023, the four years ended December 27, 2024 and the five years ended December 26, 2025, assuming a $100 investment at the closing price on January 1, 2021 and the reinvestment of all dividends. (6) Amounts in thousands. (7) The Company primarily uses adjusted diluted earnings per share to determine the performance-based compensation paid to its named executive officers. As such, it represents, in the Company’s assessment, the most important financial performance measure that is not otherwise disclosed in the table above used by the Company to link Compensation Actually Paid to the registrant’s named executive officers for the years presented in the table. (For the definition of adjusted diluted earnings per share see “Compensation Discussion and Analysis – The Elements of Executive Compensation at the Company” on page 15 of this proxy statement).

  36. Computation of Compensation Actually Paid

    Computation of Compensation Actually Paid The amounts shown in this column are computed in accordance with Item 402(v) of Regulation S-K. “Compensation Actually Paid” for the Company's CEO and “Average Compensation Actually Paid” for its other named executive officers was computed as follows:

  37. Computation of Compensation Actually Paid

    | | CEO | | | | | | | 2025 | 2024 | 2023 | 2022 | 2021 | | SCT Total Compensation | $1,628,438 | $15,933,536 | $2,375,670 | $5,540,340 | $6,081,600 | | Minus SCT Stock Awards Value | (334,688) | (14,019,025) | (1,023,570) | (2,748,240) | (3,027,600) | | Plus Value of Unvested Equity Awards Granted in respective year | 1,218,130 | 1,350,316 | 2,852,216 | 3,207,073 | 959,387 | | Change in Value of Unvested Equity Awards during respective year | (6,490,994) | 1,101,503 | 289,289 | (7,063) | 247,995 | | Change in Value of Equity Awards Vested in respective year | (1,299,887) | 40,911 | 63,904 | (37,412) | 1,134 | | Total Compensation Actually Paid | $(5,279,001) | $4,407,241 | $4,557,509 | $5,954,698 | $4,262,516 |

  38. Computation of Compensation Actually Paid

    | | Other NEOs | | | | | | | 2025 | 2024 | 2023 | 2022 | 2021 | | SCT Total Compensation | $816,856 | $5,258,307 | $1,080,195 | $2,198,741 | $2,391,965 | | Minus SCT Stock Awards Value | (147,856) | (4,346,521) | (368,827) | (942,933) | (1,039,545) | | Plus Value of Unvested Equity Awards Granted in respective year | 353,309 | 407,422 | 978,598 | 1,101,172 | 327,084 | | Change in Value of Unvested Equity Awards during respective year | (2,014,631) | 378,027 | 101,282 | (2,640) | 100,625 | | Change in Value of Equity Awards Vested in respective year | (373,019) | 16,215 | 22,150 | (11,071) | 350 | | Total Compensation Actually Paid | $(1,365,341) | $1,713,451 | $1,813,398 | $2,343,269 | $1,780,479 |

  39. Relationship Between Compensation Actually Paid and Net Income/Adjusted Diluted Earnings Per Share

    Relationship Between Compensation Actually Paid and Net Income/Adjusted Diluted Earnings Per Share The following is provided to describe the relationship between executive compensation and financial performance of the Company, as well as the relationship between the Company’s TSR and the TSR for the Company’s peer group, in each case over the years covered in the table above.

  40. Relationship Between Compensation Actually Paid and Net Income/Adjusted Diluted Earnings Per Share

    | Year | Compensation Actually Paid to CEO(3)(4) | Year over Year Increase (Decrease) | Average Compensation Actually Paid to Non-CEO Named Executive Officers(3)(4) | Year over Year Increase (Decrease) | Net Income(6) | Year over Year Increase (Decrease) | Adjusted Diluted Earnings Per Share | Year over Year Increase (Decrease) | | 2025 | $(5,279,001) | -220% | $(1,365,341) | -180% | $12,943 | -56% | $1.55 | -8% | | 2024 | $4,407,241 | -3% | $1,713,451 | -6% | $29,630 | -13% | $1.68 | 8% | | 2023 | $4,557,509 | -23% | $1,813,398 | -23% | $34,151 | -16% | $1.55 | 2% | | 2022 | $5,954,698 | 40% | $2,343,269 | 32% | $40,802 | -2% | $1.52 | 16% | | 2021 | $4,262,516 | 164% | $1,780,479 | 103% | $41,545 | 659% | $1.31 | 90% |