Glenn Williams is Chief Executive Officer of Primerica, Inc. (PRI). The company reported total compensation of $5,638,658 for fiscal year 2025.
| Salary | $750,000 |
|---|---|
| Bonus | $0 |
| Stock awards | $2,749,907 |
| Option awards | $0 |
| Non-equity incentive plan | $1,917,000 |
| Pension and non-qualified deferred compensation | $0 |
| All other compensation | $221,751 |
| Total | $5,638,658 |
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 Primerica, Inc. filed April 2, 2026, accession 0001193125-26-139047.
| Fiscal year | Role | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|---|
| FY2025 | Chief Executive Officer | $750,000 | $0 | $2,749,907 | $0 | $1,917,000 | $0 | $221,751 | $5,638,658 |
| FY2024 | Chief Executive Officer | $600,000 | $0 | $4,699,536 | $0 | $1,768,800 | $0 | $121,973 | $7,190,309 |
| FY2023 | Chief Executive Officer | $600,000 | — | $2,199,910 | — | $1,248,000 | — | $131,650 | $4,179,560 |
Totals as disclosed in each year's own compensation disclosure for Primerica, Inc..
| Peer-group chief executive median | $12,535,574 |
|---|---|
| Difference from that median | $-6,896,916 |
| Percentile within the disclosed peer group | 8th |
| Peers with a disclosed figure | 12 |
Medians and percentiles are computed across the peer group Primerica, Inc. discloses in its own compensation disclosure.
| Named executive officer | Role | FY2025 total |
|---|---|---|
| Glenn Williams this page | Chief Executive Officer | $5,638,658 |
| Peter Schneider | President | $4,028,346 |
| Tracy Tan | Executive Vice President and Chief Financial Officer | $2,581,705 |
The company's named executive officers for fiscal year 2025, and what it reported for each. See the full Primerica, Inc. compensation brief.
Glenn Williams's compensation sits inside Primerica, Inc.'s full executive and board picture — the peer group, pay against peers, incentive design and the board itself.