Drew Wilkerson is Chairman and Chief Executive Officer of RXO, Inc. (RXO). The company reported total compensation of $7,589,549 for fiscal year 2025.
| Salary | $703,154 |
|---|---|
| Bonus | $0 |
| Stock awards | $6,339,646 |
| Option awards | — |
| Non-equity incentive plan | $529,249 |
| Pension and non-qualified deferred compensation | — |
| All other compensation | $17,500 |
| Total | $7,589,549 |
A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed, without adjustment.
Cited to the compensation disclosure RXO, Inc. filed March 30, 2026, accession 0001140361-26-011983.
| Fiscal year | Role | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|---|
| FY2025 | Chairman and Chief Executive Officer | $703,154 | $0 | $6,339,646 | — | $529,249 | — | $17,500 | $7,589,549 |
| FY2024 | Chairman and Chief Executive Officer | $659,500 | $0 | $6,514,251 | — | $497,250 | — | $17,250 | $7,688,251 |
| FY2023 | Chairman and Chief Executive Officer | $650,000 | $0 | $5,000,007 | — | $0 | — | $13,200 | $5,663,207 |
Totals as disclosed in each year's own compensation disclosure for RXO, Inc..
| Peer-group chief executive median | $5,529,939 |
|---|---|
| Difference from that median | $2,059,610 |
| Percentile within the disclosed peer group | 70th |
| Peers with a disclosed figure | 10 |
Medians and percentiles are computed across the peer group RXO, Inc. discloses in its own compensation disclosure.
| Named executive officer | Role | FY2025 total |
|---|---|---|
| Drew Wilkerson this page | Chairman and Chief Executive Officer | $7,589,549 |
| Jamie Harris | Chief Financial Officer | $2,496,048 |
| Jeff Firestone | Chief Legal Officer | $1,893,629 |
The company's named executive officers for fiscal year 2025, and what it reported for each. See the full RXO, Inc. compensation brief.
Drew Wilkerson's compensation sits inside RXO, Inc.'s full executive and board picture — the peer group, pay against peers, incentive design and the board itself.