Companies Xpel Inc
Xpel (XPEL): executive pay, fiscal 2025
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CEO pay, last three years
- $2,044,672FY2023
- $2,214,766FY2024
- $2,691,721FY2025
CEO total pay was $2,691,721 in fiscal 2025, up from $2,214,766 in fiscal 2024.
FY2025: salary $562,000 · bonus $0 · stock awards $1,500,000 · option awards $0
Executives and directors
Frequently asked questions
Answers are drawn only from the figures disclosed in this brief and cited to their location in the source filing. Where a figure required for an answer is not disclosed, that is stated rather than estimated.
Full detail
Every table from the filing. Open any section.
Summary compensation table
| Named executive officer | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|
| Ryan Pape | $562,000 | $0 | $1,500,000 | $0 | $629,721 | $0 | $0 | $2,691,721 |
| Chairman of the Board and President and CEO | ||||||||
| Barry Wood | 395,000 | 0 | 400,000 | 0 | 245,888 | 0 | 0 | 1,040,888 |
| Senior Vice President and CFO | ||||||||
A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed in the filing, without adjustment.
Three-year trend — total compensation per named executive
| Named executive officer | FY2025 total | FY2024 total | FY2023 total | Δ FY2024→2025 |
|---|---|---|---|---|
| Ryan Pape | $2,691,721 | $2,214,766 | $2,044,672 | ↑ +476,955 |
| Barry Wood | 1,040,888 | 848,685 | 902,767 | ↑ +192,203 |
Prior-year totals as disclosed in the corresponding proxy; deltas are computed values with the derivation shown in the register.
Incentive-plan design — the Compensation Discussion & Analysis
The Company’s compensation philosophy is to provide compensation that will attract and retain high-performing talent, motivate the Company’s executive officers to create long-term value and enhance stockholder value, provide a fair reward for their accomplishments, and foster our executive officers’ professional and personal growth. The Company believes that the compensation of its executive officers should align the executive officers’ interests with those of the stockholders and focus executive officer behavior not only on the achievement of near-term corporate goals, but also on the achievement of long-term business objectives and strategies.
| CEO STI target (% of salary) | — |
|---|---|
| CEO LTI target (% of salary) | — |
| Independent consultant | FW Cook |
| Clawback policy | true |
| Anti-hedging | true |
| Anti-pledging | true |
Equity grants and outstanding awards
Grants of plan-based awards — fiscal year 2025
| Executive | Award | Grant date | Threshold | Target | Granted | Maximum | Grant-date fair value |
|---|---|---|---|---|---|---|---|
| Ryan Pape | PSU | 2025-03-01 | 11,217 | 22,434 | 22,434 | 44,868 | $1,500,000 |
| Barry Wood | PSU | 2025-03-01 | 2,991 | 5,982 | 5,982 | 11,963 | 400,000 |
Vehicle mix — grant-date fair value by award type
| Named executive officer | Time-vested (RSU) | Performance-vested (PSU) | Options / SARs | % performance-vested |
|---|---|---|---|---|
| Ryan Pape | $0 | $1,500,000 | $0 | 100.0% |
| Barry Wood | 0 | 400,000 | 0 | 100.0% |
% performance-vested = PSU grant-date fair value ÷ (RSU + PSU + Options), a computed value with the derivation shown in the register.
Outstanding equity awards at fiscal year-end 2025
| Executive | Award | Shares unvested | Exercise price | Market value unvested |
|---|---|---|---|---|
| Barry Wood | RSU | 10,572 | — | $527,631 |
| Barry Wood | PSU | 12,334 | — | 615,572 |
| Ryan Pape | RSU | 39,852 | — | 1,989,010 |
| Ryan Pape | PSU | 44,660 | — | 2,228,978 |
Director compensation
| Director | Cash fees | Stock awards | Option awards | Non-equity incentive | All other | Total |
|---|---|---|---|---|---|---|
| Michael A. KlonneIndependent · Audit (Chair) · Nominating and Corporate Governance | $77,500 | $80,000 | — | — | — | $157,500 |
| John F. NorthIndependent · Audit · Compensation (Chair) | 72,500 | 80,000 | — | — | — | 152,500 |
| Stacy L. BogartIndependent · Compensation · Nominating and Corporate Governance (Chair) | 70,000 | 80,000 | — | — | — | 150,000 |
| Richard K. CrumlyIndependent · Audit · Compensation · Nominating and Corporate Governance | 60,000 | 80,000 | — | — | — | 140,000 |
| Ryan L. PapeEmployee director · Board Chair | — | — | — | — | — | 0 |
| Mark A. ThorntonIndependent · Newly elected | — | — | — | — | — | — |
Board fee structure and ownership guideline
| Annual cash retainer | $60,000 |
|---|---|
| Annual equity retainer | — |
| Per board meeting fee | — |
| Committee chair fees (audit / comp / nom-gov) | 17,500 / 12,500 / 10,000 |
| Stock ownership guideline | $3 |
Total cost of the board
| Component | FY2025 |
|---|---|
| Cash retainers and fees | $280,000 |
| Equity awards (grant-date value) | $320,000 |
| All other compensation | $0 |
| Total cost of the board | $600,000 |
Computed as the sum of the director compensation table rows above; inputs and formula shown in the register.
Peer group, and who names Xpel as a peer
Companies that benchmark against XPEL
4 companies name XPEL as a compensation peer
- Lovesac CoLOVEFY2026
- MOTORCAR PARTS OF AMERICA INCMPAAFY2026
- SMITH & WESSON BRANDS, INC.SWBIFY2026
- WD 40 COWDFCFY2026
Each company listed discloses XPEL in its own benchmarking peer group, as disclosed in each company's most recent proxy statement within the last two proxy seasons. Two companies are therefore absent by design: one that named XPEL in an earlier year and no longer does, and one whose own most recent disclosure is older than the last two seasons.
Disclosed peer group — fiscal year 2025
The compensation peer group as the company disclosed it in its own proxy — the reference set behind the percentile above.
Chief executive pay against the peer group
Most recent fiscal-year chief executive compensation at each disclosed peer, taken from that company’s own proxy statement.
| Rank | Company | FY | Chief executive | Salary | Stock awards | Option awards | Non-equity incentive | Total |
|---|---|---|---|---|---|---|---|---|
| 1 | e.l.f. Beauty, Inc. | 2026 | Tarang Amin | $475,000 | $7,399,867 | $0 | $950,000 | $8,834,367 |
| 2 | Fox Factory Holding Corp. | 2025 | Michael Dennison | 1,029,192 | 6,687,528 | 0 | 0 | 8,234,801 |
| 3 | Yeti Holdings, Inc. | 2025 | Matthew Reintjes | 1,057,308 | 5,500,187 | 0 | 1,126,033 | 7,697,528 |
| 4 | Dorman Products, Inc. | 2025 | Kevin Olsen | 970,192 | 4,206,024 | 0 | 1,522,950 | 6,745,783 |
| 5 | Honest Company Inc. | 2025 | Carla Vernón | 773,462 | 3,139,166 | 0 | 219,800 | 4,145,946 |
| 6 | Xpel Inc | 2025 | Ryan Pape | 562,000 | 1,500,000 | 0 | 629,721 | 2,691,721 |
| — | GrowGeneration Corp. | — | — | — | — | — | — | not in coverage universe |
| — | Mister Car Wash, Inc. | — | — | — | — | — | — | not in coverage universe |
Each peer’s compensation is from its most recently filed proxy; fiscal years differ by company. Each peer’s figures come from its own filings; the subject company is highlighted. Peers whose chief executive compensation is outside our coverage universe are stated as such, never left blank.
Incentive design against the same peers
| Company | Annual incentive payout | Long-term vehicle mix | PSU measures include TSR | Compensation consultant |
|---|---|---|---|---|
| Xpel Inc | not disclosed | RSU 50 · PSU 50 | not disclosed | FW Cook |
| Dorman Products, Inc. | 142% | RSU 50 · PRSU 50 | No | Meridian Compensation Partners, LLC |
| e.l.f. Beauty, Inc. | 200% | PSU 50 · RSU 50 | No | Aon (Aon's Human Capital Solutions practice, a division of Aon plc.) |
| Fox Factory Holding Corp. | not disclosed | RSU 50 · PSU 50 | not disclosed | Pay Governance |
| GrowGeneration Corp. | not disclosed | not disclosed | not disclosed | not disclosed |
| Honest Company Inc. | 28% | RSU 100 | not disclosed | Semler Brossy |
| Mister Car Wash, Inc. | not disclosed | not disclosed | not disclosed | not disclosed |
| Yeti Holdings, Inc. | 71.0% | PBRSU 75 · RSU 25 | Yes — Relative Total Stockholder Return (TSR) | FW Cook |
Read from each company’s Compensation Discussion and Analysis: annual incentive payout as a percentage of target, the disclosed long-term vehicle mix, whether performance-share measures include a total shareholder return component, and the retained compensation consultant. “Not disclosed” appears only where the company’s filing does not state the item.
Say-on-pay history and pay ratio
| Meeting year | Meeting date | For | Against | Abstain | Support | Outcome |
|---|---|---|---|---|---|---|
| 2026 | 2026-06-10 | 18,014,540 | 234,918 | 6,839 | 98.71% | Passed |
| 2025 | 2025-06-04 | 17,185,853 | 298,612 | 47,169 | 98.29% | Passed |
| 2024 | 2024-06-05 | 17,438,321 | 430,369 | 38,926 | 97.38% | Passed |
| 2023 | 2023-05-24 | 16,683,855 | 495,962 | 3,594 | 97.09% | Passed |
| 2022 | 2022-05-18 | 17,377,104 | 427,596 | 13,531 | 97.52% | Passed |
Rows are labeled by annual-meeting year, with the meeting date beside each; the vote held in a given year acts on the prior fiscal year’s compensation.
Say-on-pay — history, company’s computation
| Meeting year | Meeting date | Approval — company’s computation |
|---|---|---|
| 2026 | 2026-06-10 | 98.71%a |
| 2025 | 2025-06-04 | 98.29%b |
| 2024 | 2024-06-05 | 97.38%c |
a. Approved under the standard stated in the filing — “Abstentions from voting will have no effect on the outcome of this proposal.”.
b. Approved under the standard stated in the filing — “Abstentions from voting will have no effect on the outcome of this proposal.”.
c. Approved under the standard stated in the filing — “Abstentions from voting will have the same effect as a vote against this proposal.”.
Approval percentages are the company’s own reported computations under its own stated standard, not recomputed by Velarion. Where a company does not state a standard, none is assumed.
CEO pay ratio
| Ratio (CEO : median employee) | 60 : 1 |
|---|---|
| CEO total compensation | $2,691,721 |
| Median employee compensation | $45,194 |
Insider trades since the proxy
No insider equity transactions reported since the proxy statement.
Sources (23 citations)
Each figure is listed with the filing it comes from, where it appears in that filing, and the value as printed. Any figure can be independently confirmed against the source.
- Section 01, Ryan Pape. DEF 14A, filed 2026-04-30. Section “Summary Compensation Table” · page 23. As printed: 2,691,721. View filing ↗
- Section 01, Barry Wood. DEF 14A, filed 2026-04-30. Section “Summary Compensation Table” · page 23. As printed: 1,040,888. View filing ↗
- Section 03, Ryan Pape PSU. DEF 14A, filed 2026-04-30. Section “Grants of Plan-Based Awards” · grants of plan-based awards table. View filing ↗
- Section 03, Barry Wood PSU. DEF 14A, filed 2026-04-30. Section “Grants of Plan-Based Awards” · grants of plan-based awards table. View filing ↗
- Section 07, pay ratio. DEF 14A, filed 2026-04-30. Section “CEO Pay Ratio”. As printed: 60 : 1. View filing ↗
- Section 08, Michael A. Klonne. DEF 14A, filed 2026-04-30. Section “Director Compensation”. As printed: 157,500. View filing ↗
- Section 08, John F. North. DEF 14A, filed 2026-04-30. Section “Director Compensation”. As printed: 152,500. View filing ↗
- Section 08, Stacy L. Bogart. DEF 14A, filed 2026-04-30. Section “Director Compensation”. As printed: 150,000. View filing ↗
- Section 08, Richard K. Crumly. DEF 14A, filed 2026-04-30. Section “Director Compensation”. As printed: 140,000. View filing ↗
- Section 08, Ryan L. Pape. DEF 14A, filed 2026-04-30. Section “Director Compensation”. As printed: 0. View filing ↗
- Section 08, Mark A. Thornton. DEF 14A, filed 2026-04-30. Section “Director Compensation”. As printed: —. View filing ↗
- Section 06, 2026 vote. Form 8-K, filed 2026-06-15. Item 5.07 · say-on-pay result. As reported: 98.71% (votes for as printed: 18,014,540). View filing ↗
- Section 06, 2025 vote. Form 8-K, filed 2025-06-09. Item 5.07 · say-on-pay result. As reported: 98.29% (votes for as printed: 17,185,853). View filing ↗
- Section 06, 2024 vote. Form 8-K, filed 2024-06-05. Item 5.07 · say-on-pay result. As reported: 97.38% (votes for as printed: 17,438,321). View filing ↗
- Section 01 trend, Δ column (computed). Computed. Δ = current-FY total − prior-FY total per named officer.
- Section 03b vehicle mix (computed). Computed. RSU / PSU / Options grant-date fair values summed per officer from the grants table; % performance-vested = PSU ÷ (RSU+PSU+Options).
- Section 09b board cost (computed). Computed. Cash 280,000 + equity 320,000 + all other 0 = 600,000, summed across the director compensation table rows.
- e.l.f. Beauty, Inc., Section 10b CEO total. DEF 14A, filed 2026-07-08. CEO total compensation as printed in e.l.f. Beauty, Inc.'s own proxy. As printed: 8,834,367. View filing ↗
- Fox Factory Holding Corp., Section 10b CEO total. DEF 14A, filed 2026-03-25. CEO total compensation as printed in Fox Factory Holding Corp.'s own proxy. As printed: 8,234,801. View filing ↗
- Yeti Holdings, Inc., Section 10b CEO total. DEF 14A, filed 2026-03-26. CEO total compensation as printed in Yeti Holdings, Inc.'s own proxy. As printed: 7,697,528. View filing ↗
- Dorman Products, Inc., Section 10b CEO total. DEF 14A, filed 2026-04-06. CEO total compensation as printed in Dorman Products, Inc.'s own proxy. As printed: 6,745,783. View filing ↗
- Honest Company Inc., Section 10b CEO total. DEF 14A, filed 2026-04-09. CEO total compensation as printed in Honest Company Inc.'s own proxy. As printed: 4,145,946. View filing ↗
- Xpel Inc (subject), Section 10b CEO total. DEF 14A, filed 2026-04-30. CEO total compensation as printed in Xpel Inc's own proxy. As printed: 2,691,721. View filing ↗