DEF 14A of Hillman Solutions Corp.
Filed Apr 22, 2026 · FY20250001822492-26-000056
QUESTIONS AND ANSWERS
| | | | | | | Jon Michael Adinolfi Director, President, and Chief Executive Officer Age: 50 | Director Since: 2025 | | | Mr. Adinolfi has been our President and Chief Executive Officer since the beginning of 2025, after serving as Chief Operating Officer of Hillman since June of 2023. Prior to COO, Mr. Adinolfi served as Divisional President, Hillman U.S., a role he held since joining Hillman in 2019. Prior to his time at Hillman, Mr. Adinolfi served as President of U.S. Retail for Stanley Black & Decker from November 2016 to July 2019; served as President of Hand Tools for Stanley Black & Decker from October 2013 to December 2016; and served as the CFO - North America, CDIY for Stanley Black & Decker from June 2011 to September 2013. Prior to that, he worked as President at Crown Bolt from 2008 to 2011. Mr. Adinolfi was initially selected to serve on our Board due to his financial acumen, industry expertise, and extensive management experience. | |
QUESTIONS AND ANSWERS
| | | | | | | Douglas J. Cahill Director and Executive Chairman Age: 66 | Director Since: 2014 | | | Mr. Cahill has been our Executive Chairman since the beginning of 2025, after serving as Chairman since 2014 and as Hillman's President and Chief Executive Officer from 2019 to 2024. Prior to joining Hillman, Mr. Cahill was a Managing Director of CCMP from July 2014 to July 2019 and was a member of CCMP’s Investment Committee and previously was an Executive Adviser of CCMP from March 2013. Mr. Cahill served as President and Chief Executive Officer of Oreck, the manufacturer of upright vacuums and cleaning products, from May 2010 until December 2012. Prior to joining Oreck, Mr. Cahill served for eight years as President and Chief Executive Officer of Doane Pet Care Company, a private label manufacturer of pet food and former CCMP portfolio company, through to its sale to MARS Inc. in 2006. From 2006 to 2009, Mr. Cahill served as president of Mars Petcare U.S. Prior to joining Doane in 1997, Mr. Cahill spent 13 years at Olin Corporation, a diversified manufacturer of metal and chemicals, where he served in a variety of managerial and executive roles. Mr. Cahill serves as a Board Member for Junior Achievement of Middle Tennessee and the Visitor Board at Vanderbilt University’s Owen Graduate School of Management. In January 2009, Mr. Cahill was appointed as an Adviser to Mars Incorporated. Mr. Cahill previously served as a director of Banfield Pet Hospital from 2006 to 2016, Ollie’s Bargain Outlet (Nasdaq: OLLI) from 2013 to 2016, Jamieson Laboratories from 2014 to 2017, Founder Sport Group from 2016 to 2019, and Shoes for Crews from 2015 to 2019. Mr. Cahill serves as the Chairman of our board of directors due to his financial, investment, and extensive management experience. | |
QUESTIONS AND ANSWERS
| | | | | | | Diane Honda Director | Age: 61 | Director Since: 2023 Committee: Compensation | | | Ms. Honda most recently served as the Chief Administrative Officer and General Counsel of Redis, Inc. from August 2024 to December 2025. Prior to that, she served as Chief Administrative Officer, General Counsel, & Secretary of Barracuda Networks, a cybersecurity and data protection company, from 2012 through January 2024. During her 12 years at Barracuda, Ms. Honda built and led the Human Resources, Legal, Compliance, Information Security, and Real Estate functions. Prior to joining Barracuda in 2012, she held leading technical and business operations roles at Fortune 50 and mid-size public companies. She has years of transformational experience in leadership positions on both corporate and non-profit boards, and is currently on the Board of Directors and a member of the Audit Committee of Lucidworks, Inc., a privately held provider of next-generation AI-powered search applications, and a member of the Board of Directors of Conceal, Inc., a browser-native cybersecurity company. Ms. Honda was initially selected to serve on our board of directors due to her extensive cybersecurity, human capital, legal and corporate governance experience. | |
QUESTIONS AND ANSWERS
| | | | | | | Aaron P. Jagdfeld Director | Age: 54 | Director Since: 2014 Committee: Compensation (Chair) | | | Mr. Jagdfeld has been the President and Chief Executive Officer of Generac Power Systems, Inc. since September 2008 and a director of Generac since November 2006 (NYSE: GNRC). Mr. Jagdfeld began his career at Generac in the finance department in 1994 and became Generac’s Chief Financial Officer in 2002. In 2007, he was appointed President and was responsible for sales, marketing, engineering, and product development. Prior to joining Generac, Mr. Jagdfeld worked in the audit practice of the Milwaukee, Wisconsin office of Deloitte & Touche from 1993 to 1994. Mr. Jagdfeld was selected to serve on our board of directors due to his extensive management and financial experience. | |
QUESTIONS AND ANSWERS
| | | | | | | David A. Owens Director | Age: 63 | Director Since: 2018 Committee: Nominating and ESG (Chair) | | | Dr. Owens is Professor of the Practice of Management at the Vanderbilt Graduate School of Management where he has taught in the MBA program since 1998. From 2019 to 2026, he served as executive director of The Wond'ry, Vanderbilt University's center for innovation, design and commercialization for which he led the visioning and design. Dr. Owens has significant industry experience, having served as an independent management consultant for numerous Fortune 100 companies since 1998 and having served as CEO of Griffin Technologies, a consumer products company, from 2007 to 2008. Dr. Owens was selected to serve on our board of directors due to his financial and business experience | |
QUESTIONS AND ANSWERS
| | | | | | | Philip K. Woodlief Director | Age: 72 | Director Since: 2015 Committee: Audit (Chair) | | | Mr. Woodlief has been an independent financial consultant since 2007 and was an Adjunct Professor of Management at Vanderbilt University’s Owen Graduate School of Business from 2010 to 2020. At Vanderbilt, Mr. Woodlief taught Financial Statement Research and Financial Statement Analysis. Mr. Woodlief also served as a Visiting Instructor of Accounting at Sewanee: The University of the South from 2017 to 2020. Prior to 2008, Mr. Woodlief was Vice President and Chief Financial Officer of Doane Pet Care, a global manufacturer of pet products. Prior to 1998, Mr. Woodlief was Vice President and Corporate Controller of Insilco Corporation, a diversified manufacturer of consumer and industrial products. Mr. Woodlief began his career in 1979 at KPMG Peat Marwick in Houston, Texas, progressing to the Senior Manager level in the firm’s Energy and Natural Resources practice. Mr. Woodlief was a certified public accountant. Mr. Woodlief currently serves as Chairman of the board of trustees of Sewanee St. Andrew’s School, and serves on the Masters of Accounting Advisory Board at Vanderbilt University’s Owen Graduate School of Business. Mr. Woodlief previously served on the board of Founder Sport Group from 2017 to 2020. Mr. Woodlief was selected to serve on our board of directors due to his financial and business experience. | |
QUESTIONS AND ANSWERS
| | | | | | | Diana Dowling Director | Age: 60 | Director Since: 2021 Committee: Compensation, Nominating and ESG | | | Ms. Dowling has served as the owner and President of Be Worthy Foods, a franchisee of quick service restaurants, since June 2024. Prior to that, she was an innovation and strategy consultant advising corporations on partnerships, M&A activity, and new product initiatives. Her clients included Epiq, where she focused on blockchain and data privacy, as well as Pitney Bowes, where she worked in the mobile data and ecommerce spaces. She is also the CEO/Founder of Two Hudson Ventures, investing in start-ups and real estate. Earlier in her career, Ms. Dowling was a VP of Business Development at MaMaMedia, a digital media startup, and Director of Business Development at Hearst New Media. In addition, she worked as a market research analyst at Tontine Partners. Ms. Dowling began her career as an analyst and associate at Bankers Trust. She was Executive Director of Harvard Business School Alumni Angels NY, as well as Co-Chair of HBSCNY Entrepreneurship. Ms. Dowling was selected to serve on our board of directors due to her experience in digital marketing, e-commerce, data and analytics, innovation, new business development, and M&A. | |
QUESTIONS AND ANSWERS
| | | | | | | Teresa Gendron Director | Age: 56 | Director Since: 2021 Committee: Audit | | | Ms. Gendron has served as Chief Financial Officer of Nakamoto Inc. (Nasdaq: NAKA) since December 2025. Prior to that, she was Chief Financial Officer of Markel Corporation (NYSE: MKL) from March 2023 to December 2023. Previously, Ms. Gendron had been the Vice President and Chief Financial Officer of Jefferies Financial Group from 2014 to 2023. From 2011 to 2014, Ms. Gendron was the Vice President and Controller of Gannett Co., Inc., an international media and marketing solutions company, and performed the duties of Chief Accounting Officer. Previously, Ms. Gendron was Vice President and Controller at NII Holdings, Inc., a mobile communication services company, which she joined as its Finance Director in 1998. Ms. Gendron was selected to serve on our board of directors due to her financial and business experience. | |
QUESTIONS AND ANSWERS
| | | | | | | Daniel O’Leary Director | Age: 70 | Director Since: 2021 Lead Independent Director Committee: Audit, Nominating and ESG | | | Mr. O’Leary is an independent consultant who served as President and CEO of Edgen Murray Corporation from 2003 to 2021. He was appointed Chairman of the board of Edgen Murray in 2006. He began at Edgen Murray, a distributor for energy infrastructure components, specialized oil and gas parts and equipment, and its predecessor companies in 2003, guiding a management buyout that grew the company through a series of acquisitions and growth initiatives. The company went public in May 2012 and was acquired in 2013 by Sumitomo Corporation. Mr. O'Leary has served on the board of Vitesse Energy, Inc. (NYSE: VTS), and has been designated as Lead Director, since 2023 and Custom Ecology, Inc. since 2021. Additionally, he served as an independent director on the board of Sprint Industrial from 2017 to 2019. Mr. O’Leary has a long career in leadership positions in manufacturing and distribution, principally in the oil and gas and energy infrastructure markets. Mr. O’Leary was selected to serve on our board of directors due to his extensive management, operational, investment, and business experience. | |
QUESTIONS AND ANSWERS
| | | | | | | John Swygert Director | Age: 57 | Director Since: 2021 Committee: Audit | | | Mr. Swygert has been the Executive Chairman of the Board of Directors of Ollie’s Bargain Outlet Holdings, Inc. (Nasdaq: OLLI) since February 2025, and previously served as President, Chief Executive Officer, and a Director of Ollie’s from December 2019 to February 2025. Prior to that, Mr. Swygert was Ollie’s Executive Vice President and Chief Operating Officer since January 2018. Mr. Swygert joined Ollie’s in March 2004 as Chief Financial Officer and was later promoted to Executive Vice President and Chief Financial Officer in 2011. Mr. Swygert has worked in discount retail as a finance professional for over 30 years. Prior to joining Ollie’s, Mr. Swygert was Executive Vice President and Chief Financial Officer at Factory 2-U Stores, Inc. He held several positions while at Factory 2-U Stores from 1992, ranging from Staff Accountant, Assistant Controller, Controller, Director of Financial Planning and Analysis, Vice President of Finance and Planning, and Executive Vice President and Chief Financial Officer. Mr. Swygert also previously worked for PETCO Animal Supplies, Inc. in Business Development and Financial Analysis. Mr. Swygert previously served on the board of Truck Hero Holdings, Inc. from 2018 through January 2021. Mr. Swygert was selected to serve on our board of directors due to his extensive financial, operational and management experience in the retail field. | |
DIRECTOR NOMINEE SELECTION PROCESS
DIRECTOR NOMINEE SELECTION PROCESS The Nominating and ESG Committee is responsible for recommending to the Board a slate of nominees for election at each annual meeting of stockholders. The Nominating and ESG Committee recruits candidates for Board membership through its own efforts and through recommendations from other directors, management, and stockholders. In addition, the Nominating and ESG Committee may retain an independent search firm to assist in identifying and recruiting director candidates who meet the criteria developed by the Nominating and ESG Committee. The Nominating and ESG Committee also considers the specific experience and abilities of director candidates in light of our current business, strategy, structure, and the current or expected needs of the Board in its identification and recruitment of director candidates.
COMPONENTS OF TOTAL COMPENSATION
| Short-Term Compensation Elements | | | Element | Role and Purpose | | Base Salary | Attract and retain executives and reward their skills and contributions to the day-to-day management of our Company. | | Annual Performance-Based Bonuses | Motivate the attainment of annual Company and division, financial, operational, and strategic goals by paying bonuses determined by the achievement of specified performance targets with a performance period of one year. | | Discretionary Bonuses | From time to time, the Company may award discretionary bonuses to compensate executives for special contributions or extraordinary circumstances or events. |
COMPONENTS OF TOTAL COMPENSATION
| Long-Term Compensation Elements | | | Element | Role and Purpose | | Performance Stock Units, Restricted Stock Units, and other Equity-Based Awards | Motivate the attainment of long-term value creation, align executive interests with the interests of our stockholders, create accountability for executives to achieve performance targets and enhance stockholder value, and promote long-term retention through the use of multi-year vesting equity awards. | | Change of Control Benefits | Promote long-term retention and align the interests of executives with stockholders by providing for no mandatory acceleration of equity vesting in the event of a change in control transaction. | | Severance Benefits | We adopted an Executive Severance Plan that provides severance protection in the form of continued base salary, COBRA premiums, and a pro-rated performance bonus in the event of a termination of employment without cause or for good reason for individual NEOs, as described below. The severance benefit is enhanced if the termination is within 24 months following a change in control transaction. |
ASSESSMENT OF MARKET DATA AND ENGAGEMENT OF COMPENSATION CONSULTANTS
ASSESSMENT OF MARKET DATA AND ENGAGEMENT OF COMPENSATION CONSULTANTS In establishing the compensation for each of our NEOs, our Compensation Committee considers information about the compensation practices of companies both within and outside our industry and geographic region, and considers evolving compensation trends and practices generally. Our Compensation Committee reviews market data provided by our compensation consultant. Our Compensation Committee may review such survey data for market trends and developments, and utilize such data as one factor when making its annual compensation determinations. Pearl Meyer & Partners, LLC (“Pearl Meyer”) had been engaged since 2021 as an independent executive compensation consultant to advise on the executive and director compensation programs of Hillman, and served in that role through the end of 2025. The Compensation Committee conducted an RFP process to select a new compensation consultant for 2026. On November 6, 2025, the Compensation Committee engaged Meridian Compensation Partners (“Meridian”) to serve as an independent executive compensation consultant to advise on the executive and director compensation programs of Hillman for 2026. As a result, Pearl Meyer is no longer engaged as our Compensation Consultant for 2026 or beyond. We anticipate that we will continue to use an executive compensation consultant going forward. In reaching the conclusion that Meridian is independent, the Compensation Committee considered the compensation consultant independence factors set forth in Rule 10C-1(b)(4) of the Securities Exchange Act of 1934, as amended.
ROLE OF COMPENSATION CONSULTANT
ROLE OF COMPENSATION CONSULTANT Pearl Meyer, our independent compensation consultant in 2025, provided research, market data, survey, proxy information, and design expertise in developing executive and director compensation programs. As requested by the Compensation Committee, Pearl Meyer provided the Compensation Committee with market data from proprietary databases and publicly available information to consider when making compensation decisions for the NEOs. Pearl Meyer also provided similar input to support compensation recommendations and decisions made for Company executives who are not NEOs. Pearl Meyer regularly attended Compensation Committee meetings in fiscal 2025 and advised the Compensation Committee on principal aspects of executive compensation, including the competitiveness of individual executive pay levels and short- and long-term incentive designs. Pearl Meyer also provided advice with respect to the non-employee director compensation program. Pearl Meyer is engaged by and reports directly to the Compensation Committee. In reaching the conclusion that Pearl Meyer is independent, the Compensation Committee considered the compensation consultant independence factors set forth in Rule 10C-1(b)(4) of the Securities Exchange Act of 1934, as amended.
ROLE OF COMPENSATION CONSULTANT
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DEVELOPMENT AND USE OF PEER GROUP
DEVELOPMENT AND USE OF PEER GROUP Based on Pearl Meyer’s recommendation, the Compensation Committee adopted a peer group of publicly traded industrial and consumer discretionary companies with similar revenues and market cap to determine competitive pay levels for input into the Compensation Committee’s decision-making process. For 2025, we used the following peer group (the “Peer Group”):
DEVELOPMENT AND USE OF PEER GROUP
| Allegion plc | JELD-WEN Holding, Inc. | Simpson Manufacturing Co., Inc. | | American Woodmark Corporation | Leslie’s, Inc. | SiteOne Landscape Supply, Inc. | | Armstrong World Industries, Inc. | Lumber Liquidators Holdings, Inc. | Spectrum Brands Holdings, Inc. | | Dorman Products, Inc. | Masonite International Corporation | The AZEK Company Inc. | | Floor & Decor Holdings, Inc | Pool Corporation | Trex Company, Inc. | | Gibraltar Industries, Inc. | Richelieu Hardware Ltd. | YETI Holdings, Inc. | | Griffon Corporation | | |
DEVELOPMENT AND USE OF PEER GROUP
As of the date on which the 2025 Peer Group was evaluated for purposes of providing input with respect to fiscal 2025 compensation, Hillman had the following financial characteristics compared to our 2025 Peer Group: •Our net sales were at the 33rd percentile; and •Our market capitalization was at the 22nd percentile. The Compensation Committee made no changes to the 2025 Peer Group compared to the 2024 Peer Group, with the exception that PGT Innovations Inc. was acquired in 2024 and was removed from the Peer Group as a result of the acquisition. The Compensation Committee has not set a range or percentile relative to its Peer Group for determining the compensation of our NEOs and other executive officers. Rather, the Peer Group is reviewed as one of many factors by our Compensation Committee.
DEVELOPMENT AND USE OF PEER GROUP
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Short-Term Compensation Elements
Short-Term Compensation Elements
ANNUAL PERFORMANCE-BASED BONUSES
ANNUAL PERFORMANCE-BASED BONUSES Each NEO is eligible to receive an annual cash bonus under the terms of a performance-based bonus plan. Each NEOs bonus opportunity specifies an annual target, threshold, and maximum bonus as a percentage of the NEO’s annual base salary, which percentages may be adjusted for any particular year in the discretion of our Board. The specific performance criteria and performance goals are established and approved annually by our Compensation Committee in consultation with our CEO (other than with respect to himself). The performance targets are communicated to the NEOs following formal approval by our Compensation Committee, which normally occurs in the first quarter of our fiscal year. The table below shows the target bonus and threshold and maximum bonuses as a percentage of base salary for each NEO for 2025. Generally, the higher the level of responsibility of the NEO within the Company, the greater the percentages of base salary applied for that individual’s target and maximum bonus compensation.
ANNUAL PERFORMANCE-BASED BONUSES
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ANNUAL PERFORMANCE-BASED BONUSES
| 2025 Threshold, Target and Maximum Bonus | | | | | Name | 2025 Threshold Bonus as a Percentage of Base Salary (%) | 2025 Target Bonus as Percentage of Base Salary (%) | 2025 Maximum Bonus as Percentage of Base Salary (%) | | Jon Michael Adinolfi | 50% | 100% | 200% | | Douglas J. Cahill | 50% | 100% | 200% | | Robert O. Kraft | 37.5% | 75% | 150% | | Robert D. Davis | 25% | 50% | 100% | | Brett A. Hillman | 25% | 50% | 100% | | Amanda M. Kitzberger | 25% | 50% | 100% | | Scott C. Ride | 25% | 50% | 100% |
ANNUAL PERFORMANCE-BASED BONUSES
In connection with our CEO Transition effective for fiscal year 2025, Mr. Adinolfi’s target bonus opportunity increased to 100% of base salary, and Mr. Cahill’s target bonus opportunity will remain 100% of base salary. The table below shows the performance criteria for fiscal year 2025 selected for each NEO and the relative weight of total target bonus assigned to each component.
ANNUAL PERFORMANCE-BASED BONUSES
| 2025 Performance Criteria and Relative Weight | | | | | Name | Adjusted EBITDA (%) | Adjusted Leverage Ratio (%) | Net Sales (%) | | Jon Michael Adinolfi | 60% | 20% | 20% | | Douglas J. Cahill | 60% | 20% | 20% | | Robert O. Kraft | 60% | 20% | 20% | | Robert D. Davis | 60% | 20% | 20% | | Brett A. Hillman | 60% | 20% | 20% | | Amanda M. Kitzberger | 60% | 20% | 20% | | Scott C. Ride | 60% | 20% | 20% |
ANNUAL PERFORMANCE-BASED BONUSES
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ANNUAL PERFORMANCE-BASED BONUSES
For 2025, the bonus criteria for all NEOs included three Company performance goals measured by (1) our Adjusted EBITDA for the year ended December 27, 2025, which is our consolidated earnings before interest, taxes, depreciation, and amortization, as adjusted for non-recurring charges as shown under the header “Adjusted EBITDA” (“Adjusted EBITDA”), (2) our adjusted leverage ratio, which is ratio of (a) overall indebtedness less cash as of year ended December 27, 2025; to (b) Adjusted EBITDA during the year ended December 27, 2025 (“Adjusted Leverage Ratio”), and (3) our Net Sales for the year ended December 27, 2025. For any bonus to be awarded, the Adjusted EBITDA target must meet the threshold. Once the Adjusted EBITDA threshold is met, the final payout is dependent on the achievement of all metrics and their respective targets. Achievement at levels between threshold and maximum will result in payments on a sliding scale. Adjusted EBITDA and Adjusted Leverage Ratio are non-GAAP measures. Please refer to Appendix A for additional information, including our definitions and use of Adjusted EBITDA and Adjusted Leverage Ratio, and for a reconciliation of those measures to the most directly comparable financial measures under GAAP. The threshold, target, and maximum amounts and payout levels of each of the Adjusted EBITDA, Adjusted Leverage Ratio, and Net Sales targets that determine the annual bonus payouts to each of the NEOs are as follows (amounts in thousands):
ANNUAL PERFORMANCE-BASED BONUSES
| Metric | Threshold | Target | Maximum | | Adjusted EBITDA (1) | $250,400 | $265,000 | $280,000 | | Payout | 50% | 100% | 200% | | Metric | Threshold | Target | Maximum | | Adjusted Leverage Ratio (1) | 2.7 | 2.3 | 2.0 | | Payout | 50% | 100% | 200% | | Metric | Threshold | Target | Maximum | | Net Sales | $1,472,600 | $1,535,000 | $1,600,000 | | Payout | 50% | 100% | 200% |
ANNUAL PERFORMANCE-BASED BONUSES
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ANNUAL PERFORMANCE-BASED BONUSES
(1)Non-GAAP metric, see Appendix A to this proxy statement for additional information, including our definitions, use of, and for a reconciliation of those measures to the most directly comparable financial measures under GAAP. The level of performance actually reported and the deemed achievement after adjustment by our Compensation Committee for the fiscal year ended December 27, 2025 in each of the above categories was as follows (dollar amounts in thousands):
ANNUAL PERFORMANCE-BASED BONUSES
| Metric | Target | Actual Reported | Actual Achievement to Target | Resulting Payout Factor (%) | | Adjusted EBITDA (1) | $265,000 | $275,317 | 103.9% | 168.8% | | Adjusted Leverage Ratio (1) | 2.3 | 2.4 | 95.0% | 84.9% | | Net Sales | 1,535,000 | 1,552,200 | 101.1% | 126.5% |
ANNUAL PERFORMANCE-BASED BONUSES
(1)Non-GAAP metric, see Appendix A to this proxy statement for additional information, including our definitions, use of, and for a reconciliation of those measures to the most directly comparable financial measures under GAAP. The annual performance based bonus paid to each of our NEOs for the year ended December 27, 2025 was as follows:
ANNUAL PERFORMANCE-BASED BONUSES
| Name | 2025 Target Bonus ($) | Plan Based Bonus Calculation ($) | % of Target Bonus | Discretionary Adjustments | Bonus Actually Paid | % of Target Bonus | | Jon Michael Adinolfi | 700,000 | 1,004,500 | 143.5% | — | 1,004,500 | 143.5% | | Douglas J. Cahill | 800,000 | 1,148,000 | 143.5% | — | 1,148,000 | 143.5% | | Robert O. Kraft | 375,000 | 538,125 | 143.5% | — | 538,125 | 143.5% | | Robert D. Davis | 200,000 | 287,000 | 143.5% | 63,000 | 350,000 | 175.0% | | Brett A. Hillman | 162,500 | 233,188 | 143.5% | 10,563 | 243,751 | 150.0% | | Amanda M. Kitzberger | 173,623 | 249,149 | 143.5% | — | 249,149 | 143.5% | | Scott C. Ride (1) | 161,813 | 121,360 | 75.0% | — | 121,360 | 75.0% |
ANNUAL PERFORMANCE-BASED BONUSES
(1)Mr. Ride is based in Canada and paid in Canadian dollars. Mr. Ride’s employment with the Company ended on September 29, 2025. Under the terms of Mr. Ride’s severance agreement, he was entitled to his 2025 bonus, payable at target, and prorated for the portion of 2025 that he was employed. The amount above reflects the amount paid per his severance agreement, and is stated in U.S. dollars for disclosure using the 1.3674 exchange rate effective December 27, 2025.
ANNUAL PERFORMANCE-BASED BONUSES
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ANNUAL PERFORMANCE-BASED BONUSES
The Compensation Committee exercised its discretion to increase Mr. Davis’s bonus for 2025 to reflect a payout of 175% of his bonus target due to his continued excellent leadership of our Global Supply chain team and navigation of the tariff environment in 2025. The Compensation Committee exercised its discretion to increase Mr. Hillman’s bonus for 2025 to reflect a payout of 150% of his bonus target due to his leadership in navigating the tariff environment in 2025 and working with customers on pricing actions in response to the tariffs.
Long-Term Compensation Elements
Long-Term Compensation Elements Upon becoming a public company on July 14, 2021, the Company established the 2021 Equity Incentive Plan. Under the 2021 Equity Incentive Plan, as amended (the “2021 Equity Incentive Plan”), the maximum number of shares of Stock that may be delivered in satisfaction of Awards under the Plan as of the Effective Date is (i) 10,950,814 shares, plus (ii) the number of shares of Stock underlying awards under the 2014 Equity Incentive Plan that on or after July 14, 2021 expire or become unexercisable, or are forfeited, cancelled, or otherwise terminated, in each case, without delivery of shares or cash therefor, and would have become available again for grant under the 2014 Equity Incentive Plan in accordance with its terms (not to exceed 14,523,510 shares of Stock in the aggregate) (the “Share Pool”). All grants made after becoming a public company on July 14, 2021 and going forward will be made from the 2021 Equity Incentive Plan. Our equity incentive plans are designed to align the interests of our stockholders and executive officers by increasing the proprietary interest of our executive officers in our growth and success to advance our interests by attracting and retaining key employees, and motivating such executives to act in our long-term best interests. We grant equity awards to promote the success and enhance the value of the Company by providing participants with an incentive for outstanding performance. Equity-based awards also provide the Company with the flexibility to motivate, attract, and retain the services of employees upon whose judgment, interest, and special effort the successful conduct of our operation is largely dependent. For fiscal 2025, the Compensation Committee determined to grant performance stock units, using return on invested capital (“ROIC”) as the performance metric, to our named executive officers instead of granting stock options. For fiscal 2025, the equity awards granted to our named executive officers were 50% performance stock units and 50% restricted stock units.
PERFORMANCE STOCK UNITS
PERFORMANCE STOCK UNITS The Committee grants performance stock units (“PSUs”) that are earned based on multi‑year ROIC performance to align executive compensation with disciplined capital allocation and long‑term value creation. ROIC‑based PSUs vest only when the Company achieves pre‑established performance levels, reinforcing the Company’s pay‑for‑performance philosophy and focus on sustainable returns above the cost of capital. The PSUs are based on the average ROIC of each of the three years in the performance period. The average of each of the three-years in the performance period is compared to a target, then used to calculate the final payout percentages, ensuring a continued focus on a three-year performance cycle. Shares will be received following the end of the three-year performance period solely if and to the extent the performance measures are met. Information with respect to performance targets for the ROIC metric during the pendency of the performance period is not considered material to an understanding of our compensation arrangements and is not addressed in this discussion because it represents confidential business or financial information that we do not otherwise disclose to the public. Disclosing this information could cause significant competitive harm to the Company. We believe our performance target for the ROIC metric was set at an appropriate level at the beginning of the performance period to be challenging, but sufficiently realistic to motivate the performance of our executive officers. We will disclose information with respect to the ROIC threshold, target and maximum payout opportunities, and the actual number of shares awarded, in our executive compensation disclosures with the SEC in the year following conclusion of the performance period. The Fiscal 2025-2027 PSU awards granted in March 2025 provide for the issuance of shares of our common stock at the end of a three-year period based on the achievement of average ROIC for each year in that period, as follows:
PERFORMANCE STOCK UNITS
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PERFORMANCE STOCK UNITS
| Fiscal 2025-2027 PSUs | Threshold | Target | Maximum | | Percent of Target Payout | 50% | 100% | 200% |
PERFORMANCE STOCK UNITS
For results between the threshold, target and maximum levels, the number of shares will be determined by interpolation. There will be no payout for results below the threshold level. ROIC for each year in the performance period is defined as (a) operating profit, less tax and less amortization from the CCMP acquisition of Hillman; divided by (b) average invested capital for year (equal to the sum of indebtedness, plus stockholders equity, minus legacy goodwill and intangible assets, net of amortization, from the CCMP acquisition of Hillman). The Compensation Committee has discretion to make adjustments for changes in accounting rules or tax laws, changes in our business or capital structure, business acquisitions or dispositions, and any other extraordinary events not contemplated by the Compensation Committee at the time the awards were issued. The PSUs granted to employees for service generally vest after three years, subject to continued employment and achievement of the applicable performance level. In the year ended December 27, 2025, we granted 225,129 PSU’s to NEOs under the 2021 Equity Incentive Plan. See the Grants of Plan-Based Awards in Fiscal Year 2025 table below for details of the grant for each NEO.
RESTRICTED STOCK UNITS
RESTRICTED STOCK UNITS The RSUs vest in equal installments on each of the first three anniversaries of the grant date, subject to the grantee’s continued employment on such vesting date. In the year ended December 27, 2025, we granted 371,725 RSUs to NEOs under the 2021 Equity Incentive Plan. See the Grants of Plan-Based Awards in Fiscal Year 2025 table below for details of the grant for each NEO.
Severance and Change in Control Benefits
Severance and Change in Control Benefits On November 2, 2023, the Board of Directors of the Company adopted the Hillman Solutions Corp. Executive Severance Plan (the "Severance Plan"). The primary purpose of the Severance Plan is to standardize and clarify the severance arrangements of our named executive officers (other than Mr. Ride) and the related terms and conditions. Each of our named executive officers, other than Mr. Ride, participate in the Plan. As a condition to participating in the Severance Plan, each of our named executive officers (other than Mr. Ride) agreed to terminate their employment agreements, if any, with the Company effective November 2, 2023. Executives covered by the Severance Plan will generally be eligible to receive severance benefits in the event of a termination by the Company without “cause” or by the executive for “good reason” (each as defined in the Severance Plan). The severance benefit is enhanced if the termination is within 24 months following a change in control transaction. In 2025, Mr. Ride entered into a separation agreement with the Company in connection with the termination by the Company of his employment without cause. His separation agreement is described in more detail below under “Potential Payments Upon Termination or Change in Control—Separation Agreement with Mr. Ride”. The severance payments and equity vesting benefits payable both in the event of, and independently from, a change in control are in amounts that we have determined are necessary to remain competitive in the marketplace for executive talent. See “Potential Payments Upon Termination or Change in Control” for additional information.
NONQUALIFIED DEFERRED COMPENSATION PLAN
NONQUALIFIED DEFERRED COMPENSATION PLAN Prior to 2022, our NEOs and certain other employees were eligible to participate in the Hillman Nonqualified Deferred Compensation Plan (the “Deferred Compensation Plan”). The Deferred Compensation Plan was frozen at the end of fiscal 2021 such that the Deferred Compensation Plan does not allow new contributions. The Deferred Compensation Plan allowed eligible employees to defer up to 25% of salary and commissions and up to 100% of bonuses. Prior to 2021, the Company contributed a matching contribution of 25% on the first $10,000 of employee deferrals, subject to a five-year vesting schedule.
STOCK OWNERSHIP GUIDELINES
| Summary Compensation Table |
STOCK OWNERSHIP GUIDELINES
| Name and Principal Position | Year | Salary ($) | Bonus ($)(1) | Stock Awards ($)(2) | Option Awards ($)(3) | Non-Equity Incentive Plan Compensation ($)(4) | Compensation - All Other ($)(5) | Total ($) | | Jon Michael Adinolfi CEO | 2025 | 692,308 | — | 2,000,000 | — | 1,004,500 | 19,423 | 3,716,231 | | | 2024 | 500,000 | — | 374,995 | 374,997 | 480,900 | 18,811 | 1,749,703 | | | 2023 | 446,154 | — | 2,874,993 | 374,996 | 267,192 | 43,023 | 4,006,358 | | Douglas J. Cahill Executive Chairman | 2025 | 800,000 | — | 1,399,992 | — | 1,148,000 | 25,375 | 3,373,367 | | | 2024 | 800,000 | — | 1,124,994 | 1,124,999 | 1,282,400 | 18,837 | 4,351,230 | | | 2023 | 746,154 | — | 1,067,493 | 1,067,500 | 742,201 | 19,537 | 3,642,885 | | Robert O. Kraft CFO and Treasurer | 2025 | 500,000 | — | 750,000 | — | 538,125 | 25,052 | 1,813,177 | | | 2024 | 500,000 | — | 1,874,988 | 374,997 | 480,900 | 20,425 | 3,251,310 | | | 2023 | 454,231 | — | 374,996 | 374,999 | 271,645 | 18,826 | 1,494,697 | | Robert D. Davis(6) EVP, Global Supply Chain | 2025 | 400,000 | 63,000 | 399,992 | — | 287,000 | 23,084 | 1,173,076 | | Brett A. Hillman(6) EVP, Sales | 2025 | 325,000 | 10,563 | 399,992 | — | 233,187 | 17,004 | 985,746 | | Amanda M. Kitzberger(6) Chief Legal Officer | 2025 | 346,539 | — | 349,998 | — | 249,149 | 19,066 | 964,752 | | Scott C. Ride(7)(8) President, Hillman Canada | 2025 | 385,862 | — | 877,778 | 212,568 | 121,360 | 693,021 | 2,290,589 | | | 2024 | 306,969 | 22,562 | 249,997 | — | 246,334 | 34,326 | 860,188 | | | 2023 | 304,626 | — | 200,000 | 199,999 | 152,135 | 40,326 | 897,086 |
STOCK OWNERSHIP GUIDELINES
| Grants of Plan-Based Awards in Fiscal Year 2025 |
STOCK OWNERSHIP GUIDELINES
| Outstanding Equity Awards at 2025 Fiscal Year-End |
Option Exercises and Stock Vested During Fiscal Year 2025
Option Exercises and Stock Vested During Fiscal Year 2025 The table below sets forth the number of shares that were acquired upon the exercise of options and the vesting of RSUs during the year ended December 27, 2025.
Option Exercises and Stock Vested During Fiscal Year 2025
| | Option Awards | | Stock Awards | | | Name | Number of Shares Acquired on Exercise (#) | Value Realized Upon Exercise ($) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($) | | Jon Michael Adinolfi | — | — | 22,635 | 210,279 | | Douglas J. Cahill | — | — | 90,543 | 841,144 | | Robert O. Kraft | — | — | 30,181 | 183,673 | | Robert D. Davis | — | — | 70,054 | 688,398 | | Brett A. Hillman | — | — | 15,090 | 140,186 | | Amanda M. Kitzberger | — | — | 12,575 | 116,822 | | Scott C. Ride | — | — | 22,132 | 205,606 |
Option Exercises and Stock Vested During Fiscal Year 2025
| 48 | 2026 Proxy Statement | |
Option Exercises and Stock Vested During Fiscal Year 2025
| Nonqualified Deferred Compensation for Fiscal Year 2025 |
Option Exercises and Stock Vested During Fiscal Year 2025
The Nonqualified Deferred Compensation Plan was frozen to new contributions starting in fiscal year 2022. As such, no NEO contributed to the Nonqualified Deferred Compensation Plan in fiscal year 2025.
Option Exercises and Stock Vested During Fiscal Year 2025
| Name | Executive Contributions ($) | Company Matching Contributions ($) | Aggregate Earnings ($)(1) | Aggregate Withdrawal/ Distributions ($) | Aggregate Balance at December 27, 2025 ($)(2) | | Jon Michael Adinolfi | — | — | — | — | — | | Douglas J. Cahill | — | — | — | — | — | | Robert O. Kraft | — | — | 10,931 | — | 73,083 | | Robert D. Davis | — | — | — | — | — | | Brett A. Hillman | — | — | — | — | — | | Amanda M. Kitzberger | — | — | — | — | — | | Scott C. Ride | — | — | — | — | — |
Option Exercises and Stock Vested During Fiscal Year 2025
(1)Earnings in the Deferred Compensation Plan were not required to be included in the Summary Compensation Table because the earnings were neither preferential nor above-market. (2)Amounts reported in this column for each NEO include amounts previously reported in the Company’s Summary Compensation Table in previous years when earned if that officer’s compensation was required to be disclosed in a previous year. Amounts previously reported in such years include previously earned, but deferred, salary and bonus and Company matching contributions. This total reflects the cumulative value of each NEO’s deferrals, matching contributions, and investment experience. The Nonqualified Deferred Compensation Plan was frozen to new contributions starting in fiscal year 2022. The Deferred Compensation Plan allowed eligible employees to defer up to 25% of salary and commissions and up to 100% of bonuses. A separate account is maintained for each participant in the Deferred Compensation Plan, reflecting hypothetical contributions, earnings, expenses, and gains or losses. The plan is “unfunded” for tax purposes — those are notional accounts and not held in trust. Prior to 2021, we contributed a matching contribution of 25% on the first $10,000 of salary and bonus deferrals. Participants in the Deferred Compensation Plan can choose to invest amounts deferred and the matching Company contributions in a variety of mutual fund investments, consisting of bonds, stocks, and short-term investments as well as blended funds. The available investment choices are the same as the primary investment choices available under the Defined Contribution Plan. The account balances are thus subject to investment returns and will change over time depending on market performance. A participant is entitled to receive his or her account balance upon termination of employment or the date or dates selected by the participant on his or her enrollment forms. If a participant dies or experiences a total and permanent disability before terminating employment and before commencement of payments, the entire value of the participant’s account shall be paid at the time selected by the participant in his or her enrollment forms.
Option Exercises and Stock Vested During Fiscal Year 2025
| | 2026 Proxy Statement | 49 |
Option Exercises and Stock Vested During Fiscal Year 2025
| Potential Payments Upon Termination or Change in Control |
Equity Award Vesting Upon a Termination Due to Death or Disability
| Estimated Payments Upon Termination of Employment or Change in Control |
Equity Award Vesting Upon a Termination Due to Death or Disability
| Pay Ratio Disclosure |
Equity Award Vesting Upon a Termination Due to Death or Disability
| Pay Versus Performance Disclosure |
Description of Relationship Between Pay and Performance
| Director Compensation for Fiscal Year 2025 |
Description of Relationship Between Pay and Performance
| Name | Fees Earned or Paid in Cash ($) | Stock Awards ($)(1) | Total ($) | | Diana Dowling | 75,000 | 139,997 | 214,997 | | Teresa S. Gendron | 75,000 | 139,997 | 214,997 | | Diane C. Honda | 75,000 | 139,997 | 214,997 | | Aaron P. Jagdfeld (2) | 92,000 | 139,997 | 231,997 | | Daniel O'Leary (3) | 100,000 | 139,997 | 239,997 | | David A. Owens (4) | 90,000 | 139,997 | 229,997 | | John Swygert | 75,000 | 139,997 | 214,997 | | Philip K. Woodlief (5) | 95,000 | 139,997 | 234,997 |