TIPTREE INC.TIPT
TIPTREE INC. Stock Compensation Disclosure
Stock Based Compensation
Tiptree Equity Plans
The table below summarizes changes to the issuances under the Company’s 2017 Omnibus Incentive Equity Plan for the periods indicated, excluding awards granted under the Company’s subsidiary incentive plans that are exchangeable for Tiptree common stock:
| 2017 Equity Plan | Number of shares | ||||
| Available for issuance as of December 31, 2021 | 2,344,814 | ||||
| RSU, stock and option awards granted | (247,093) | ||||
| Forfeited | 5,276 | ||||
| Amendment to 2017 Equity Plan | 4,000,000 | ||||
| PRSU awards granted | (3,616,667) | ||||
| Exchanged for vested subsidiary awards | (114,353) | ||||
Available for issuance as of December 31, 2022 | 2,371,977 | ||||
| RSU, stock and option awards granted | (111,427) | ||||
Available for issuance as of December 31, 2023 | 2,260,550 | ||||
| RSU, stock and option awards granted | (95,170) | ||||
| Forfeited | 12,437 | ||||
| PRSU awards granted | (1,420,833) | ||||
Available for issuance as of December 31, 2024 | 756,984 | ||||
Restricted Stock Units (RSUs) and Stock Awards
The Company values RSUs at their grant-date fair value as measured by Tiptree’s common stock price. Generally, the Tiptree RSUs vest and become non-forfeitable either (i) after the third anniversary, or (ii) with respect to one-third of Tiptree shares granted on each of the first, second and third year anniversaries of the grant date. RSU awards are expensed using the straight-line method over the requisite service period. The RSUs include a retirement provision and are amortized over the lesser of the service condition or expected retirement date. Stock awards issued as director compensation are deemed to be granted and immediately vested upon issuance.
The following table presents changes to the issuances of RSUs under the 2017 Omnibus Incentive Equity Plan for the periods indicated:
| Number of shares issuable | Weighted average grant date fair value | ||||||||||
| Unvested units as of December 31, 2021 | 599,012 | $ | 6.59 | ||||||||
Granted | 247,093 | 12.83 | |||||||||
| Vested | (339,822) | 7.13 | |||||||||
| Forfeited | (5,276) | 10.10 | |||||||||
Unvested units as of December 31, 2022 | 501,007 | $ | 9.63 | ||||||||
Granted | 111,427 | 16.09 | |||||||||
| Vested | (359,203) | 8.38 | |||||||||
Unvested units as of December 31, 2023 | 253,231 | $ | 14.25 | ||||||||
Granted | 95,170 | 16.37 | |||||||||
| Vested | (48,280) | 14.76 | |||||||||
| Forfeited | (12,437) | 16.66 | |||||||||
Unvested units as of December 31, 2024 (1) | 287,684 | $ | 15.22 | ||||||||
(1) Includes 139,888, 76,930 and 70,866 shares that vest in 2025, 2026 and 2027, respectively.
The following tables present the detail of the granted and vested RSUs for the periods indicated:
| For the Year Ended December 31, | For the Year Ended December 31, | |||||||||||||||||||||||||||||||||||||
| Granted | 2024 | 2023 | 2022 | Vested | 2024 | 2023 | 2022 | |||||||||||||||||||||||||||||||
| Directors | 16,810 | 29,553 | 39,517 | Directors | 16,810 | 29,553 | 39,517 | |||||||||||||||||||||||||||||||
Employees | 78,360 | 81,874 | 207,576 | Employees | 31,470 | 329,650 | 300,305 | |||||||||||||||||||||||||||||||
| Total Granted | 95,170 | 111,427 | 247,093 | Total Vested | 48,280 | 359,203 | 339,822 | |||||||||||||||||||||||||||||||
| Taxes | (11,395) | (43,322) | (47,274) | |||||||||||||||||||||||||||||||||||
| Net Vested | 36,885 | 315,881 | 292,548 | |||||||||||||||||||||||||||||||||||
Tiptree Senior Management Incentive Plan
On August 4, 2021, a total of 3,500,000 Performance Restricted Stock Units (PRSUs) were awarded to members of the Company’s senior management. An additional 350,000 PRSUs were awarded on October 14, 2022. The PRSUs have a 10-year term and are subject to the recipient’s continuous service and a market requirement. A portion of the PRSUs will generally vest upon the achievement of each of five Tiptree share price target milestones ranging from $15 to $60, adjusted for dividends paid, within five pre-established determination periods (subject to a catch-up vesting mechanism) occurring on the second, fourth, sixth, eighth and tenth anniversaries of the grant date. In November 2021 and October 2024, the first and second tranches of the PRSUs vested, resulting in a net issuance of 215,583 and 462,766 shares, respectively, of Tiptree common stock.
On January 1, 2024, Tiptree granted 1,420,833 PRSUs to members of the Company’s senior management. The PRSUs will generally vest upon achievement of a $70 Tiptree share price target (adjusted for dividends paid) prior to the tenth anniversary of the date of grant, subject to the Grantee’s continued employment with Tiptree.
As of December 31, 2024, 4,520,833 PRSUs were unvested. The below table illustrates the aggregate number of PRSUs that will vest upon the achievement of each Tiptree share price target. Such price targets are adjusted down for cumulative dividends paid by the Company since grant (e.g., the next share price target is $29.07 as adjusted for cumulative dividends paid to date).
| Original Tiptree Share Price Target | Number of PRSUs that Vest | |||||||
| $30 | 775,000 | |||||||
| $45 | 1,033,333 | |||||||
| $60 | 1,291,667 | |||||||
$70 | 1,420,833 | |||||||
Upon vesting, the Company will issue shares, or if shares are not available under the 2017 Equity Plan, then the Company may in its sole discretion instead deliver cash equal to the fair market value of the underlying shares. The fair value of the PRSUs was estimated using a Black-Scholes-Merton option pricing formula embedded within a Monte Carlo model used to simulate the future stock prices of the Company, which assumes that the market requirement is achieved. The historical volatility was computed based on historical daily returns of the Company’s stock price simulated over the performance period using a lookback period of 10 years. The valuation was done under a risk-neutral framework using the 10-year zero-coupon risk-free interest rate derived from the Treasury Constant Maturities yield curve on the reporting date. The quarterly dividend rates in effect as of the reporting date are used to calculate a spot dividend yield for use in the model.
The following table presents the assumptions used to measure the fair value of the PRSUs as of the respective grant date, or June 7, 2022, when the original tranches were converted to equity awards.
| Valuation Input | June 2022 | October 2022 | January 2024 | |||||||||||||||||
| Historical volatility | 38.75% | 39.23% | 39.10% | |||||||||||||||||
| Risk-free rate | 3.04% | 3.95% | 3.80% | |||||||||||||||||
| Dividend yield | 1.45% | 1.44% | 1.05% | |||||||||||||||||
| Cost of equity | 11.72% | 14.19% | 13.65% | |||||||||||||||||
| Expected term (years) | 6.0 | 5.9 | 5.5 | |||||||||||||||||
Stock Option Awards
Between 2016 and 2020, option awards were granted to the Executive Committee with an exercise price equal to the fair market value of our common stock on the date of grant. The option awards have a 10-year term and are subject to the recipient’s continuous service, a market requirement, and vest one third on each of the , , and five-year anniversaries of the grant date. As of December 31, 2024, the market requirement for all outstanding options has been achieved. There were no stock option awards granted from 2021 to December 31, 2024.
The following table presents the Company’s stock option activity for the current period:
| Options outstanding | Weighted average exercise price (in dollars per stock option) | Weighted average grant date value (in dollars per stock option) | Options exercisable | ||||||||||||||||||||
Balance, December 31, 2023 | 1,583,873 | $ | 6.51 | $ | 2.25 | 1,225,083 | |||||||||||||||||
Balance, December 31, 2024 | 1,583,873 | $ | 6.51 | $ | 2.25 | 1,442,114 | |||||||||||||||||
Weighted average remaining contractual term at December 31, 2024 (in years) | 3.2 | ||||||||||||||||||||||
Subsidiary Equity Plans
Certain of the Company’s subsidiaries have established incentive plans under which they are authorized to issue equity of those subsidiaries to certain of their employees. Such awards are accounted for as equity unless otherwise noted. These awards are subject to performance-vesting criteria based on the performance of the subsidiary (performance vesting awards) and time-vesting subject to continued employment (time vesting awards). The Company has the option, but not the obligation to settle the exchange right in cash.
Fortegra Equity Incentive Plan
Fortegra adopted the 2022 Equity Incentive Plan (“Fortegra Plan”) on June 21, 2022, and further amended on January 18, 2024, which permits the grant of RSUs, stock based awards and options up to 11.0% of Fortegra Common Stock (assuming conversion of the Fortegra Preferred Stock), of which the substantial majority is expected to be delivered in options. The general purpose of the Fortegra Plan is to attract, motivate and retain selected employees of Fortegra, to provide them with incentives and rewards for performance and to better align their interests with those of Fortegra’s stockholders. Unless otherwise extended, the Fortegra Plan terminates automatically on June 21, 2032. The awards under the Fortegra Plan are not exchangeable for Tiptree common stock.
As of December 31, 2024, unvested time vesting RSUs represented 0.2% and unvested time and performance vesting options represented 4.0% of Fortegra Common Stock (in each case, assuming conversion of the Fortegra Preferred Stock). The RSUs include a retirement provision and are amortized over the lesser of the service condition or expected retirement date. The time vested options vest in equal parts over five years with the first tranche vested and exercised in 2024. The performance vested options vest based on specific internal rate of return targets determined at the time of a change of control of Fortegra or sale by Warburg of more than 50% of its Fortegra securities (on an as converted basis) acquired in 2022. A majority of these time and performance options must be exercised in the calendar year they vest and shall be deemed automatically exercised if not otherwise done so by December 31 of the calendar year in which they vest. The fair value option grants were estimated on the date of grant using a Black-Scholes Merton option pricing formula embedded within a Monte Carlo model used to simulate the future value of Fortegra Common Stock, which assumes the market requirement is achieved. Key assumptions used in the model were a historical volatility of 45.0%, a risk free rate of 3.7%, no dividend yield and an expected term of 4.2 years.
In May 2023, Fortegra granted time vesting RSUs equal to approximately 0.1% of Fortegra Common Stock (assuming conversion of the Fortegra Preferred Stock). The RSUs include a retirement provision and are amortized over the lesser of the service condition or expected retirement date.
In 2023, Fortegra granted performance based restricted stock units (Fortegra PRSUs) that vest based on the achievement of specified gross written premium volume targets and underwriting ratios for selected specialty insurance lines written in 2024. Upon vesting, the Fortegra PRSUs entitle recipients to participate in an aggregate pool of between $5,000 and $20,000 payable in shares of Fortegra. The Fortegra PRSUs are accounted for as liability awards and were unvested as of December 31, 2024.
The following table presents changes to the issuances of subsidiary awards under the subsidiary incentive plans for the periods indicated:
| Grant date fair value of equity shares issuable | |||||
Unvested balance as of December 31, 2021 | $ | 2,234 | |||
| Granted | 282 | ||||
| Vested | (1,124) | ||||
| Performance assumption adjustment | 95 | ||||
Unvested balance as of December 31, 2022 | $ | 1,487 | |||
| Granted | 19,930 | ||||
| Vested | (808) | ||||
Unvested balance as of December 31, 2023 | $ | 20,609 | |||
| Granted | 2,193 | ||||
| Vested | (3,062) | ||||
Forfeiture | (830) | ||||
| Performance assumption adjustment | 202 | ||||
Unvested balance as of December 31, 2024 | $ | 19,112 | |||
Stock Based Compensation Expense
The following table presents total stock based compensation expense and the related income tax benefit recognized on the consolidated statements of operations:
| For the Year Ended December 31, | |||||||||||||||||
| 2024 | 2023 | 2022 | |||||||||||||||
| Employee compensation and benefits | $ | 17,446 | $ | 7,866 | $ | 9,219 | |||||||||||
| Director compensation | 275 | 409 | 469 | ||||||||||||||
| Income tax benefit | (3,721) | (1,738) | (2,034) | ||||||||||||||
| Net stock based compensation expense | $ | 14,000 | $ | 6,537 | $ | 7,654 | |||||||||||
Additional information on total non-vested stock based compensation is as follows:
| As of December 31, 2024 | |||||||||||||||||
| Subsidiary Stock options | Restricted stock awards and RSUs | Performance Restricted Stock Units | |||||||||||||||
Unrecognized compensation cost related to non-vested awards (1) | $ | 15,173 | $ | 1,106 | $ | 14,223 | |||||||||||
| Weighted - average recognition period (in years) | 1.8 | 0.6 | 1.3 | ||||||||||||||
(1) Includes unrecognized compensation cost of $15,173 related to stock options, $428 related to RSUs, and $2,848 related to PRSUs at The Fortegra Group.
About Stock Compensation Disclosures
Stock-based compensation disclosures detail the equity awards granted to employees and executives — including stock options, restricted stock units (RSUs), and performance shares — along with the valuation methods and assumptions used to expense them. This section reveals the true cost of talent retention and the alignment between management incentives and shareholder interests.
Key signals: total unrecognized compensation expense and its expected recognition period signal future earnings headwinds from already-granted awards. For stock options, examine Black-Scholes assumptions — expected volatility, risk-free rate, and expected term — as understating any of these reduces reported compensation expense. Compare stock compensation expense as a percentage of revenue against peers to assess dilution cost. Watch vesting schedules for acceleration clauses tied to change-of-control events. Performance-based awards with undemanding targets may indicate weak governance. Add back stock compensation to operating cash flow to calculate a more conservative free cash flow figure.