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Get filing alertsHooker Furnishings sets 2026 executive pay: CEO at $680K base, performance RSUs tied to EPS growth
Filed April 17, 2026 · Period ending April 13, 2026 · ~1 min read
Key Changes
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Performance RSUs vest on 3-year fully diluted EPS from continuing operations (CAGR 5%–25%) and relative TSR vs peers (25th–75th percentile). CEO up to 71,312 shares / CFO 20,298 at maximum — but TSR payout caps at target if absolute TSR is negative.
Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation verify on EDGAR → -
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CEO Hoff's 2026 base salary set at $680,000; CFO Armstrong at $375,000. Fiscal 2027 cash bonuses tied to revenue (30% weight) and operating income (70% weight), with CEO eligible for $204K-$1.36M and CFO $67.5K-$450K.
Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation verify on EDGAR → -
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Time-based RSUs granted: 35,656 to CEO, 10,149 to CFO, vesting ratably over three years (April 2027, 2028, 2029) with accelerated vesting upon change of control.
Item 5.02 — Departure of Directors or Certain Officers; Election of Directors; Compensation verify on EDGAR →
Summary
Hooker Furnishings disclosed its 2026 executive compensation structure, anchored by performance-based equity that ties leadership pay directly to multi-year financial results. The Compensation Committee approved base salaries of $680,000 for CEO Jeremy Hoff and $375,000 for CFO Earl Armstrong, alongside annual cash incentives for fiscal 2027 weighted 70% to operating income and 30% to revenue. The most material component is the performance RSU program, which measures success over three years ending January 2029 using two metrics: fully diluted EPS from continuing operations (CAGR targeting 5%–25%) and relative total shareholder return versus the compensation peer group (25th–75th percentile).
At maximum on both metrics the CEO can earn 71,312 shares and the CFO 20,298 — but the TSR half is capped at target if absolute TSR over the period is negative, so the headline maximum requires a positive stock return, not just top-quartile relative rank. The company also granted time-based RSUs vesting ratably through April 2029, providing retention value independent of performance outcomes. For shareholders, the dual-metric performance plan creates accountability: executives earn maximum equity only if the company delivers strong earnings growth from continuing operations and outperforms peers with positive absolute TSR — a shareholder-friendly guardrail against max payouts in a down stock.
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Figures/quotes linked to EDGAR · Narrative written by AI · Jul 9, 2026 · How we verify