NRC names Shane Harrison as CFO; $400K salary and 172,000 restricted shares
National Research Corporation appointed Shane Harrison as Executive Vice President and Chief Financial Officer effective on or about September 25, 2025.
Rhea-AI Filing Summary
National Research Corporation appointed Shane Harrison as Executive Vice President and Chief Financial Officer effective on or about September 25, 2025. On that date Harrison will become the company's principal financial officer and Michael D. Hays will cease serving in that role. The Talent and Compensation Committee approved an annualized base salary of $400,000, a $100,000 cash signing bonus (subject to pro-rated return if Harrison departs before the first anniversary except for certain terminations), and a grant of 172,000 restricted shares that vest 25% after 90 days and 25% on each of the first three anniversaries thereafter. The equity award includes double-trigger vesting on a change in control plus a holding requirement to retain shares until their value equals at least two times his annual base salary. If terminated without cause or resigning for good reason, Harrison is entitled to one year of continued base salary. The filing states no related-party arrangements and includes a press release exhibit announcing the appointment.
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Insights
TL;DR: Company names an experienced SaaS/technology finance executive with a compensation package tying retention and change-in-control protections to equity.
Harrison's background in corporate finance, investor relations, and prior interim CFO duties provides operational and capital-markets experience relevant for a public company. The fixed cash commitments are modest for a public-company CFO: a $400,000 base salary and a $100,000 signing bonus, plus 172,000 restricted shares that vest over four years with accelerated double-trigger protections. For investors, this indicates management seeks stability in financial leadership while aligning long-term incentives through equity and post-change-in-control protections. The filing discloses no related-party transactions, which supports governance transparency.
TL;DR: Compensation structure uses standard market mechanisms: multi-year vesting, double-trigger change-in-control, and ownership requirement tied to salary.
The award's 25% vesting at 90 days then annual vesting is somewhat front-loaded for an executive hire and the double-trigger provision protects the executive on a sale while aligning with shareholder interests. The requirement to hold vested shares until their value equals two times base salary creates sustained alignment but may limit the executive's short-term liquidity. The one-year severance for termination without cause or resignation for good reason is within common practice for a mid-sized public company. Disclosure of no family or related-party ties is appropriate and reduces governance concerns.
8-K Event Classification
FAQ
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