FCN 8-K
Fti Consulting, Inc (FCN)
UNITED STATES
SECURITIES AND EXCHANGE COMMISSION
WASHINGTON, D.C. 20549
FORM 8-K
CURRENT REPORT
Pursuant to Section 13 or 15(d) of the Securities Exchange Act of 1934
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Check the appropriate box below if the Form 8-K filing is intended to simultaneously satisfy the filing obligation of the registrant under any of the following provisions:
Securities registered pursuant to Section 12(b) of the Act:
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Indicate by check mark whether the registrant is an emerging growth company as defined in Rule 405 of the Securities Act of 1933 (§ 230.405 of this chapter) or Rule 12b-2 of the Securities Exchange Act of 1934 (§ 240.12b-2 of this chapter).
Emerging growth company
If an emerging growth company, indicate by check mark if the registrant has elected not to use the extended transition period for complying with any new or revised financial accounting standards provided pursuant to Section 13(a) of the Exchange Act. ☐
Item 5.02 Departure of Directors or Certain Officers; Election of Directors; Appointment of Certain Officers; Compensatory Arrangements of Certain Officers.
On March 6, 2026, the Board of Directors of FTI Consulting, Inc. (the “Company”) elected Eun Angela Nam, age 44, as Chief Financial Officer of the Company, effective upon commencement of her employment, which is expected on or about May 1, 2026 (the “Start Date”). Ms. Nam will be responsible for all of the Company’s finance functions and the Company’s information technology function.
Prior to joining the Company, Ms. Nam served as Chief Financial Officer and Chief Accounting Officer of FTAI Aviation Ltd., an integrated, full-service provider specializing in the maintenance, repair and leasing of commercial jet engines and aircraft. Ms. Nam served as Chief Accounting Officer of FTAI Aviation Ltd., then an externally managed company of Fortress Investment Group LLC, beginning in August 2018 and was also appointed Chief Financial Officer in August 2022. From 2014 to May 2018, Ms. Nam served as a Senior Vice President of Private Equity at Fortress Investment Group LLC, an investment firm. Ms. Nam began her career at KPMG LLP.
There were no arrangements or understandings between Ms. Nam and any other person pursuant to which she was elected as Chief Financial Officer. Ms. Nam does not have any family relationships with any director or executive officer of the Company, or any person nominated or chosen by the Company to become a director or executive officer, and she has no direct or indirect material interest in any transaction required to be disclosed pursuant to Item 404(a) of Regulation S-K promulgated under the Securities Act of 1933, as amended.
Ms. Nam and the Company have entered into an Offer of Employment Agreement (the “Offer Letter”), executed March 3, 2026, pursuant to which Ms. Nam will commence employment with the Company on the Start Date. Pursuant to the Offer Letter, Ms. Nam will receive an initial base salary of $700,000 and will be eligible to participate in the Company’s executive incentive compensation plan with an initial annual bonus target of $950,000 and expected annual long-term incentive plan target opportunity of $950,000. Ms. Nam will receive a one-time restricted stock award with a value on the date of grant of $3,000,000, vesting equally over four years.
The Offer Letter provides that Ms. Nam will be an at-will employee of the Company. Ms. Nam may resign at any time by providing 90 days prior written notice to the Company. If Ms. Nam is terminated by the Company for “Cause” or resigns without “Good Reason,” she is entitled to (i) any unpaid base salary earned, (ii) reimbursement for any incurred but unreimbursed business expenses, and (iii) any additional amounts or benefits she is entitled to under the Offer Letter or any Company benefit plan. If Ms. Nam is terminated by the Company without “Cause” or resigns with “Good Reason,” she is entitled to (i) any unpaid base salary earned, (ii) 12 months salary continuation, (iii) the unpaid amount of her previously earned and unpaid annual cash incentive pay based on actual performance results for the applicable bonus year, (iv) pro-rated annual incentive pay for the performance year of termination based on actual performance in respect of applicable objective financial performance goals, (v) pro-rated annual incentive pay for the year of termination based on the portion of annual incentive pay attributable to individual performance goals, and (vi) continued group health and group life insurance coverage for 12 months.
The foregoing summary of the Offer Letter does not purport to be complete and is qualified in its entirety by reference to the complete text of the Offer Letter, a copy of which is filed as Exhibit 10.1 to this Current Report on Form 8-K and is hereby incorporated by reference herein.
Item 9.01 Financial Statements and Exhibits.
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Exhibit Description |
10.1†+ |
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99.1 |
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104 |
The Cover Page from FTI Consulting’s Current Report on Form 8-K dated March 9, 2026, formatted in Inline XBRL |
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† Management contract or compensatory plan or arrangement |
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+ Certain personal information has been redacted from this exhibit because it is both (i) not material and (ii) is the type that the registrant treats as private or confidential |
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SIGNATURES
Pursuant to the requirements of the Securities Exchange Act of 1934, the registrant has duly caused this report to be signed on its behalf by the undersigned hereunto duly authorized.
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FTI CONSULTING, INC. |
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Date: |
March 9, 2026 |
By: |
/s/ CURTIS P. LU |
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Curtis P. Lu |
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Exhibit 10.1
February 13, 2026
Eun Angela Nam
***
***
Re: Offer of Employment
Dear Angela,
FTI Consulting, Inc. (the “Company”) is delighted to extend to you the following Offer of Employment (the “Offer of Employment” or “Agreement”). Subject to the approval of the Company’s Board of Directors and the Compensation Committee, the following terms of your employment shall become effective on your start date which shall be no later than June 2, 2026 (“Start Date”):
$950,000, and your maximum bonus opportunity is 150% of such amount ($1,425,000). You must be employed on the bonus payment date to earn any such bonus. Provided that you start employment with FTI on or before June 2, 2026, and that you make a good-faith effort to start sooner, if at all possible, your 2026 bonus opportunity will not be reduced on a pro-rata basis based on your start date.
(90) days’ prior written notice to the Company. The Company may, in its sole discretion, relieve you of your active duties during the notice period, waive all or part of the notice requirement, or set an earlier termination date, in which event no pay in lieu of notice shall be due.
No event that is reasonably susceptible to cure shall constitute Cause unless you have been provided with written notice describing the event constituting Cause and you fail to cure such event within thirty (30) days following receipt of such notice.
your death.
“Good Reason” if, without your consent: (i) there is a material adverse change in your title, duties, or responsibilities (including reporting responsibilities); (ii) there is a material reduction in your Base Salary;
(iii) you are required to relocate to an office more than fifty (50) miles from your principal office as of the effective date of this Agreement; (iv) the Company materially breaches this Agreement or (v) there is any failure to assign to a successor to the business and substantially all assets of the Company, and of such successor to assume, the obligations of the Company under all applicable plans and agreements with you. To exercise this right, you must provide written notice to the Company within ninety (90) days of the initial occurrence of the event giving rise to Good Reason, specifying the facts supporting your claim. The Company shall have sixty (60) days following receipt of such notice to cure the condition. If the Company fails to cure within such period, you must terminate your employment within ten (10) days thereafter to establish Good Reason.
The amounts described in clauses (i) through (iii) above are collectively referred to as the “Accrued Compensation.”
and provided that you timely execute and deliver a Release in accordance with Section 9(c),
premiums by the Company under the Patient Protection and Affordable Care Act of 2010, as amended (“PPACA”).
To the extent such payments constitute nonqualified deferred compensation under Section 409A of the Internal Revenue Code, and the sixty (60)-day period spans two taxable years, payment shall be made in the later taxable year as required to comply with Section 409A.
Period (defined below), you will not, directly or by assisting or directing others, in any Market Area (defined below): (a) provide services for the benefit of a Competing Business (defined below) that are the same as or similar in function or purpose to the services you provided to the Company during the Look Back Period (defined below); (b) accept competing business from a Covered Client (defined below); or (c) assume any other sales, strategic, advisory, partnership, or ownership responsibilities for a Competing Business that would involve the probable use or disclosure of Confidential Information (defined below) or the conversion of a Covered Client to the benefit of a Competing Business or the detriment of the Company.
This prohibition includes, without limitation, acting, whether singly or jointly or as an agent for, or as an employee, director, officer, partner, owner, consultant, or independent contractor to, any person, firm, entity, or corporation, directly or indirectly (including as a director, independent contractor, representative, consultant, member, or otherwise), in such Competing Business.
Notwithstanding the foregoing: (a) you may own up to five percent (5%) of the outstanding capital stock of any publicly traded corporation or other publicly traded entity; and (b) following the termination of your employment hereunder, you may provide services as an officer, consultant, employee, director, partner, or otherwise to an entity engaged in multiple business lines (including a business line that is a Competing Business), provided that the business line or lines for which you provide services do not constitute a Competing Business.
Nothing herein is intended or shall be construed as prohibiting general advertising, such as “help wanted” advertisements, that are not targeted at the Company’s employees.
The restrictions contained herein are understood to be reasonably limited geographically to those locations and counties in which Covered Clients and Covered Workers are present and available for solicitation. However, to the extent additional geographic limitations are required to render these restrictions enforceable, they shall be deemed limited to the Market Area.
For purposes of Section 11, “solicit” or “solicitation” shall be presumed to mean interacting with another person or entity (including by email, regular mail, express mail, telephone, fax, instant message, or social media, including but not limited to Facebook, LinkedIn, Instagram, Twitter, or any other social media platform, whether or not in existence at the time of entering into this Agreement) with the purpose or foreseeable result of causing, motivating, or inducing such person or entity to engage in a responsive action (including starting, modifying, or ending a business relationship), regardless of which party initiated the contact.
set forth in this Section will survive for a period of two (2) years following the termination of your employment with Company.
In your role, you are presumed to have participated in the Company’s business and/or to have had access to Confidential Information relating to the Company’s business in each state in which the Company is engaged in business during the Look Back Period, provided that the Company is engaged in business in that state at the time your employment with the Company ends.
It will be presumed that where an activity is prohibited within the Market Area, such prohibition includes conduct or activity that may originate outside the Market Area (including telephone or internet communications) but that reaches into, relates to, or otherwise materially impacts business conducted within the Market Area, so that the purpose of the restriction is not avoided through telephone, internet, or other means of remote communication.
You are responsible for seeking clarification from the Company’s Legal department if, at any time, the scope of the Market Area is unclear to you.
Material business-related contact shall be presumed to exist if you received commissions, bonuses, or other beneficial credit or attribution for business conducted with the client, or if you participated in or supervised communications with the client (other than a mass mailing or “cold call” telephone or email solicitation) that were intended to result in, lead to, maintain, increase, facilitate, or otherwise aid the sale or provision of the Company’s products or services. The term “Covered Client” includes any law firm or referring firm that has engaged the Company or facilitated the Company’s engagement for a Covered Client.
a determination (in each case, without any obligation to do so), then the Company shall, with your consent, reform such provision in good faith to the minimum extent reasonably necessary to comply with Code Section 409A. Any such modification shall be made in good faith and shall, to the maximum extent reasonably practicable, preserve the original intent and economic benefits of the applicable provision to you and the Company without violating Code Section 409A.
If, at the time of your separation from service, you are a “specified employee” within the meaning of Code Section 409A(a)(2)(B), then any payment or benefit that constitutes deferred compensation under Code Section 409A and that is payable by reason of your separation from service shall be paid or provided on the earlier of (i) the date that is six (6) months following your separation from service, or (ii) the date of your death. Upon the expiration of the six-month delay period, all payments and benefits delayed pursuant to this Section (whether otherwise payable in a lump sum or in installments) shall be paid to you in a single lump sum, and any remaining payments or benefits shall be paid or provided in accordance with the payment schedule otherwise applicable under this Offer of Employment.
Please indicate your acceptance of this offer by signing below and returning to Suzanne Alexander. Sincerely,
FTI CONSULTING, INC.
By: /s/ Rike Rabl
Name: Rike Rabl
Title: Chief Human Resources Officer
I hereby accept the terms of this letter as outlined above.
/s/ Eun Angela Nam
Eun Angela Nam
Date: 3/3/2026
APPENDIX
STATE SPECIFIC MODIFICATIONS
The following shall apply to modify provisions of the Agreement, where applicable, based upon the controlling law in the state where I (Employee) primarily reside when last employed by the Company if the Governing Law Section in the Agreement is determined by a court or arbitrator not to control or is expressly described as inapplicable to me below:
If Alabama law is deemed to apply, then the Agreement is modified as follows: The definition of “Covered Worker” shall be modified to be further limited to those employees who are uniquely essential to the management, organization, or service of the business (such as an employee involved in management or significant customer sales or servicing).
If Employee resides or works in Colorado, the Agreement shall be modified as follows for as long as Employee resides or works in Colorado:
If Employee performs a majority of their work in the District of Columbia or is based in District in Columbia and does not perform the majority of their work in any other jurisdiction, then the
Agreement will be modified as follows for so long as Employee performs the majority of their work in the District of Columbia or is based in District in Columbia and does not perform the majority of their work in any other jurisdiction: Employee acknowledges they received a copy of the Agreement, including the Appendix, at least 14 calendar days before the Employee began working for the Company, if a new hire, or, at least 14 days before Employee was required to sign the Agreement, if already employed by the Company at the time Employee is asked to sign the Agreement. If Employee’s compensation meets the D.C. Earnings Threshold, Employee further acknowledges that they received the following notice: “The District’s Ban on Non-Compete Agreements Amendment Act of 2020 limits the use of non-compete agreements. It allows employers to request non-compete agreements from highly compensated employees, as that term is defined in the Ban on NonCompete Agreements Amendment Act of 2020, under certain conditions. FTI Consulting, Inc. has determined that you are a highly compensated employee. For more information about the Ban on Non-Compete Agreements Amendment Act of 2020, contact the District of Columbia Department of Employment Services (DOES).”
If Georgia law is deemed to apply, then the Agreement is modified as follows: (1) The definition of “Confidential Information” will be understood to exclude information voluntarily disclosed to the public by the Company (excluding unauthorized disclosures by me or others), information that is the result of independent development by others, and information that is otherwise available in the public domain through lawful means. Nothing in this Agreement, including the definition of Confidential Information, limits or alters the definition of what constitutes a trade secret under any federal or state law designed to protect trade secrets. (2) Nothing in the noncompetition obligations nor the Client Non-Solicit Obligations shall restrict Employee from accepting business from a Covered Client so long as the Employee did not solicit, assist in soliciting, facilitate the solicitation of, provide, or offer to provide services to the Covered Client (regardless of who first initiated contact) or use Confidential Information to encourage or induce the Covered Client to withdraw, curtail or cancel its business with the Company or in any other manner modify or fail to enter into any actual or potential business relationship with the Company. (3) Employee understands that the Employee Non-Solicit Obligations are limited to the Market Area.
If Illinois law is deemed to apply, then the Agreement is modified as follows:
If Indiana law is deemed to apply, then the Agreement is modified as follows: The definition of “Covered Worker” shall be modified to be further limited to employees who have access to or possess any Confidential Information that would give a competitor an unfair advantage.
If Louisiana law is deemed to apply, then the Agreement is modified as follows: (1) The meaning of Employee’s “Market Area” shall be understood to include the parishes (and equivalents) in the following list so long as the Company continues to carry on business therein: Acadia, Allen, Ascension, Assumption, Avoyelles, Beauregard, Bienville, Bossier, Caddo, Calcasieu, Caldwell, Cameron, Catahoula, Claiborne, Concordia, De Soto, East Baton Rouge, East Carroll, East Feliciana, Evangeline, Franklin, Grant, Iberia, Iberville, Jackson, Jefferson Davis, Jefferson, Lafayette, Lafourche, La Salle, Lincoln, Livingston, Madison, Morehouse, Natchitoches, Orleans, Ouachita, Plaquemines, Pointe Coupee, Rapides, Red River, Richland, Sabine, St. Bernard, St. Charles, St. Helena, St. James, St. John the Baptist, St. Landry, St. Martin. St. Mary, St. Tammany, Tangipahoa, Tensas, Terrebonne, Union, Vermilion, Vernon, Washington, Webster, West Baton Rouge, West Carroll, West Feliciana, and Winn Parishes. (2) Employee’s Client Non-Solicit Obligations (as well as the non-competition Obligations) shall be limited to the parishes and counties (or their equivalents) from the foregoing lists that fall within Employee’s Market Area. Employee agrees that the foregoing provides Employee with adequate notice of the geographic scope of the restrictions contained in the Agreement by name of specific parish or parishes (and equivalents), municipality or municipalities, and/or parts thereof.
If Massachusetts law is deemed to apply, then the Agreement is modified as follows:
the superior court in Suffolk County, Massachusetts and the parties to this Agreement hereby consent to personal jurisdiction therein.
If Maine law is deemed to apply, then the Agreement is modified as follows: (1) Employee acknowledges that if Employee is being initially hired by the Company that Employee was notified a noncompete agreement would be required prior to their receiving a formal offer of employment from the Company and Employee received a copy of the Agreement at least three business days before they were required to sign the Agreement. (2) the post-employment noncompetition Section will not take effect (to restrict Employee post-employment) until one year of employment or a period of six months from the date the agreement is signed, whichever is later.
If Employee resides or works in Minnesota, the Agreement shall be modified as follows for as long as Employee resides or works in Minnesota: (1) If entering into this Agreement in connection with the start of Employee’s employment with the Company, Employee acknowledges that Employee was provided with notice of this Agreement when offered employment and was aware that execution of an agreement with non-solicit restrictions was a requirement of employment when Employee accepted the Company’s offer. If entering into this Agreement after the commencement of employment, Employee acknowledges Employee received independent consideration for the covenants in this Agreement and was aware that execution of an agreement with non-solicit restrictions was a requirement of employment before Employee accepted the additional consideration. (2) TheGoverning Law shall not apply. For the avoidance of doubt, nothing in this Agreement will require Employee to adjudicate outside of Minnesota a claim arising in Minnesota or in any other way deprive Employee of the substantive protection of Minnesota law with respect to a controversy arising in Minnesota. (3) In addition, the noncompetition obligations shall not apply after Employee’s employment with the Company ends.
If Employee resides or works in Montana, then the Agreement is modified as follows for as long as Employee resides or works in Montana:
Employee’s employment is for an indefinite period of time. Employee may resign at any time and may be terminated at any time: for any reason during the probationary period, or with good cause after the probationary period.
If Employee has not completed eighteen (18) months of continuous employment with FTI, he will be considered to be within the probationary period of employment within the meaning of Section 39-2-904(2), Montana Code Annotated. During the probationary period, employment is “at-will.” Under the “at-will” policy, neither you nor FTI are committed to continuing the employment relationship for any specific term. Rather, either you or FTI may terminate the relationship at any time, with or without cause.
After you complete your probationary period, you may terminate your relationship with FTI at any time and FTI may terminate your employment for “good cause,” as detailed in the relevant section of this Agreement.
Employee’s disruption of FTI’s operations, c) the Employee’s material or repeated violation of an express provision of FTI’s written policies or d) any other legitimate business reason.
If Nebraska law is deemed to apply, then the Agreement is modified as follows: (1) The definition of “Covered Client” shall be further limited to those Clients with which Employee, alone or in combination with others, handled, serviced or solicited at any time during the Look Back Period. (2) The noncompetition restrictions do not apply after Employee’s employment with the Company ends.
If Nevada law is deemed to apply, then the Agreement is modified as follows: (1) The noncompetition obligations will not become effective until Employee has either been employed by the Company for sixty
(60) days or received $5,000 in wages from the Company. (2) The non-competition and Client Non-Solicit Obligations in do not preclude Employee from providing services to any former client or customer of the Company if: (i) Employee did not solicit the former customer or client; (ii) the customer or client voluntarily chose to leave and seek services from Employee; and (iii) Employee is otherwise complying with the limitations in this Agreement as to time, geographical area and scope of activity to be restrained.
If New Hampshire law is deemed to apply, then the Agreement is modified as follows: Employee acknowledges that Employee was given a copy of this Agreement prior to a change in job classification or acceptance of an offer of employment.
If New York law is deemed to apply, then the Agreement is modified as follows: The definition of “Covered Client” shall be modified to exclude from its definition those clients who became a client of the Company as a result of Employee’s independent contact and business development efforts with the client prior to and independent from my employment with the Company. However, Employee agrees that after a period of two years from the start of their employment with the Company, the Company will have invested sufficient time, financial support and effort in developing and serving any such client to support the application of the Client Non-Solicit Obligations to those clients. Accordingly, two years following the start of Employee’s employment with the Company, this modification shall not apply.
If North Dakota law is deemed to apply, then the Agreement is modified as follows: The noncompetition restrictions and the Client Non-Solicit Obligations shall not apply after Employee’s employment with the Company ends. However, any conduct relating to the solicitation of the Company’s clients or employees that involves the misappropriation of the Company’s trade secret information, such as its protected client information, will remain prohibited conduct at all times.
If Oklahoma law is deemed to apply, then the Agreement is modified as follows: (1) The noncompetition restrictions shall not apply. (2) The Client Non-Solicit Obligations shall all be amended to provide that notwithstanding anything in it to the contrary, Employee shall be permitted to engage in the same business as that conducted by the Company or in a similar business as long as Employee does not directly solicit the sale of goods, services or a combination of goods and services from the established clients of the Company.
If Oregon law is deemed to apply, then the Agreement is modified as follows: If Employee is a new employee, Employee acknowledges that Employee was notified in a written offer of employment received two weeks before the commencement of employment that a noncompetition agreement was a condition of employment.
If Virginia law is deemed to apply, then the Agreement is modified as follows: (1) The parties agree that the noncompete and non-solicit obligations are reasonably limited in nature and do not prohibit employment with a competing business in a non-competitive position. (2) The prohibition against taking on any other sales, strategic, advisory, partnership, or ownership responsibilities for a Competing Business that would involve the probable use or disclosure of Confidential Information (defined below) or the conversion of Covered Customer to the benefit of a Competing Business or detriment of the Company in the noncompetition Section shall not apply after Employee’s employment with the Company ends.
If Employee resides or works in Washington, the Agreement shall be modified as follows for as long as Employee resides in Washington:
If Wisconsin law is deemed to apply, then the Agreement is modified as follows:
organization, or service of the business (such as, but not limited to maintaining the Company’s client and other key relationships).
EXHIBIT A
MUTUAL AGREEMENT TO ARBITRATE
This Mutual Agreement to Arbitrate (“Agreement”) is between You (also called “Your,” “I,” or “Employee”) and FTI Consulting, Inc. and any parent, subsidiary, or affiliate company (“FTI” or “Company”). The Federal Arbitration Act (“FAA”) (9 U.S.C. § 1 et seq.) applies to and governs this Agreement. All disputes covered by this Agreement will be decided by a single arbitrator through individual, final and binding arbitration and not by court or jury trial.
Unless excluded in Section 2 below, this Agreement applies, without limitation, to claims based on or related to any Employment Agreement between You and the Company, breach of a contract or covenant, discrimination, harassment, retaliation, defamation (including post-employment defamation or retaliation), privacy, fraud, negligence, breach of fiduciary duty, trade secrets, unfair competition, wages, background checks, minimum wage and overtime or other compensation and/or any monies claimed to be owed, meal breaks and rest periods, termination, tort claims, common law claims, equitable claims, and any claims for violating any federal, state, or other governmental law, statute, regulation, or ordinance arising out of or related to Your selection for employment, employment, and/or termination of employment.
The Arbitrator, and not any federal, state, or local court or agency, shall have exclusive authority to resolve any dispute relating to the scope, interpretation, applicability, enforceability, or waiver of this Agreement including, but not limited to, any claim that all or any part of this Agreement is void or voidable. But the preceding sentence does not apply to any claims under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, and it does not apply to the “Class and Collective Action Waiver” and/or “California PAGA Individual Action Requirement,” each as further described below. Despite any other clause or language in this Agreement and/or any rules or procedures that might otherwise apply because of this Agreement (including, without limitation, the American Arbitration Association Rules discussed below), any disputes about the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act and/or any claim that all or any part of the Class and Collective Action Waiver and/or California PAGA Individual Action Requirement is unenforceable, inapplicable, unconscionable, or void or voidable, will be determined only by a court of competent jurisdiction and not by an arbitrator.
AGREEMENT APPLIES: These claims are not covered under this Agreement: (i) claims for workers’ compensation benefits, state disability insurance, and unemployment insurance benefits, but it applies to discrimination or retaliation claims based on seeking such benefits; (ii) disputes that an applicable federal statute expressly states cannot be arbitrated or subject to a pre-dispute arbitration agreement; (iii) claims that are not subject to a predispute arbitration agreement as provided by the Sarbanes Oxley Act, 18 U.S.C.
§ 1514; and (iv) disputes that may not be subject to a pre-dispute arbitration agreement under the Ending
Forced Arbitration of Sexual Assault and Sexual Harassment Act (at Employee’s election). If any claim(s) not covered under this Agreement are combined with claims covered under this Agreement, to the maximum extent permitted under applicable law, the covered claims will be arbitrated and remain covered under this Agreement.
Both the Company and You may apply to a court of competent jurisdiction for temporary or preliminary injunctive relief in connection with an arbitrable controversy (“Provisional Relief”), but only upon the ground that the award to which that party may be entitled may be rendered ineffectual without such relief or where the relief is sought to secure performance of an agreement designed to prevent irreparable harm. The court to which the application is made is authorized to consider the merits of the arbitrable controversy for the limited purposes of evaluating the elements of probable success and possibility of irreparable injury to the extent required and applicable for issuing Provisional Relief under controlling law. All determinations of final relief will be decided in arbitration, and the pursuit of Provisional Relief does not waive rights under this Agreement.
Nothing in this Agreement prevents You from making a report to or filing a claim or charge with a governmental agency, including, without limitation, the Equal Employment Opportunity Commission, U.S. Department of Labor, Securities and Exchange Commission, National Labor Relations Board, Occupational Safety and Health Administration, or law enforcement agencies, and nothing in this Agreement prevents the investigation by a government agency of any report, claim or charge otherwise covered by this Agreement. This Agreement also does not prevent federal administrative agencies from adjudicating claims and awarding remedies, even if the claims would otherwise be covered by this Agreement. Nothing in this Agreement prevents or excuses a party from exhausting administrative remedies by filing any charges or complaints required by any governmental agency (including, without limitation, the Equal Employment Opportunity Commission and/or similar state or local agency) before bringing a claim in arbitration. FTI prohibits retaliation against any employee for filing a claim with an administrative agency or for exercising rights (individually or with others) under the National Labor Relations Act. This Agreement also does not prevent or prohibit You from reporting, communicating about, or disclosing claims for discrimination, harassment, retaliation, or sexual abuse.
If the parties cannot mutually agree to an Arbitrator, the arbitration will be administered by the American Arbitration Association (“AAA”), and except as provided in this Agreement, will be under the then current Employment Arbitration Rules of the AAA (“AAA Rules”) (the AAA Rules are available via the internet at www.adr.org/employment or by using a service such as Google to search for “AAA Employment Arbitration Rules”), but if there is a conflict between the AAA Rules and this Agreement, this Agreement shall govern. Unless the parties jointly agree otherwise, any AAA Arbitrator must be a retired state or federal judge (who served in the judiciary) from any jurisdiction. If AAA administers the arbitration, the Arbitrator will be selected as follows: AAA will give each party a list of 11 arbitrators (subject to the qualifications listed in the preceding sentence) drawn from its panel of arbitrators. Each party will have 10 calendar days to strike all names on the list it finds unacceptable. If only one common name remains on
the lists of all parties, that individual will be designated as the Arbitrator. If more than one common name remains on the lists of all parties, the parties will strike names alternately from the list of common names on a telephone call administered by AAA, with the party striking first to be decided by a coin toss administered by AAA, until only one remains. If no common name remains on the lists of all parties, the AAA will furnish a new list of 11 arbitrators from which the parties will strike alternately on a telephone call administered by AAA, with the party striking first to be decided by a coin toss administered by AAA, until only one name remains. That person will be designated as the Arbitrator. If the individual selected cannot serve, AAA will issue another new list of 11 arbitrators and repeat the alternate striking selection process. The AAA is without authority to unilaterally appoint an arbitrator. If AAA will not administer the arbitration, either party may apply to a court of competent jurisdiction with authority over the location where the arbitration will be conducted to appoint a neutral arbitrator, who shall act under this Agreement with the same force and effect as if he or she had been selected under this Agreement.
Any party may be represented by an attorney selected by the party. Unless the parties jointly agree otherwise, the arbitration will take place in or near the city and in the state where You are employed or were last employed by the Company. The Arbitrator may award any remedy to which a party is entitled under applicable law, but remedies will be limited to those that would be available to a party in their individual capacity for the claims presented to the Arbitrator. Unless otherwise agreed to in writing, the Arbitrator must apply the substantive federal, state, or local law applicable to the claims asserted. The Federal Rules of Evidence shall apply. Either party may file dispositive motions, including, without limitation, a motion to dismiss and/or a motion for summary judgment and the Arbitrator will apply the standards governing such motions under the Federal Rules of Civil Procedure. Upon request of either party, the Arbitrator will set a briefing schedule for dispositive motions. A party may make an offer of judgment as provided under Rule 68 of the Federal Rules of Civil Procedure.
and Collective Action Waiver”). Additionally, no arbitration proceeding under this Agreement may be consolidated or joined in any way with an arbitration proceeding involving claims by different employees, unless all parties agree in writing otherwise. The Class and Collective Action Waiver will be severable from this Agreement if there is a final judicial determination that the Class and Collective Action Waiver is invalid, unenforceable, unconscionable, void or voidable. In such case, the class and/or collective action must be litigated in a civil court of competent jurisdiction—not in arbitration—but any portion of the Class and Collective Action Waiver that is enforceable shall be enforced in arbitration.
PAGA CLAIM BY YOU ON BEHALF OF ANY OTHER PERSON OR JOINED BY OR CONSOLIDATED WITH ANOTHER PERSON’S OR ENTITY’S PAGA CLAIM. This California PAGA
Individual Action Requirement clause will be severable from this Agreement if there is a final judicial determination that it is invalid, unenforceable, unconscionable, void or voidable. In such case, the PAGA action must be litigated in a civil court of competent jurisdiction—not in arbitration—but any portion of the California PAGA Individual Action Requirement that is enforceable shall be enforced in arbitration.
agreements to arbitrate addressing the claims and disputes covered in this Agreement. Neither party is relying on any representations (whether oral or written) about the effect, enforceability, or meaning of this Agreement, except as specifically set forth in this Agreement. No contractual disclaimers the Company has in any handbooks, other agreements, or policies preclude the enforceability of this Agreement. This Agreement will survive the termination of Your employment and the expiration of any benefit and will continue to apply to any claims and disputes covered by this Agreement.
Subject to the clauses entitled “Class and Collective Action Waiver” and “California PAGA Individual Action Requirement” above (which include their own severability provisions), if any provision of this Agreement is adjudged to be invalid, unenforceable, unconscionable, void or voidable, in whole or in part, such adjudication will not affect the validity of the rest of the Agreement. All remaining provisions will remain in effect. If a court determines the FAA does not apply to a particular dispute or to one or both parties, the parties agree that the arbitration law of the jurisdiction where the arbitration will take place will apply. The mutual obligations by the Company and You to arbitrate provide consideration for this Agreement. This Agreement does not alter the “at-will” status of Your employment.
I HAVE CAREFULLY READ AND UNDERSTAND THIS MUTUAL AGREEMENT TO ARBITRATE AND AGREE TO ITS TERMS. BY SIGNING THIS AGREEMENT BY ELECTRONIC SIGNATURE (“ESIGNATURE”), I AM AGREEING TO THIS AGREEMENT AND AGREE TO ARBITRATE CLAIMS COVERED BY THIS AGREEMENT. I ALSO AUTHORIZE THE USE OF AN ESIGNATURE TO SHOW MY ACCEPTANCE TO THIS AGREEMENT, AND I UNDERSTAND AND ACKNOWLEDGE THAT MY ESIGNATURE IS INTENDED TO SHOW MY ACCEPTANCE AND IS AS VALID AND HAS THE SAME LEGAL EFFECT AS AN INK SIGNATURE.
BY ISSUANCE OF THIS AGREEMENT, FTI AGREES TO BE BOUND BY THIS AGREEMENT WITHOUT ANY REQUIREMENT TO SIGN THIS AGREEMENT.
AGREED: FTI AGREED: EMPLOYEE
/s/ Eun Angela Nam
Eun Angela Nam
Date: 3/3/2026
Exhibit 99.1
FTI Consulting, Inc.
555 12th Street NW
Washington, DC 20004
+1.202.312.9100
Investor Contact:
Mollie Hawkes
+1.617.747.1791
Media Contact:
Matthew Bashalany
+1.617.897.1545
FTI Consulting Elects Angela Nam as Chief Financial Officer
Washington, D.C., March 09, 2026 — FTI Consulting, Inc. (NYSE: FCN) today announced that the Company’s Board of Directors has elected Angela Nam as Chief Financial Officer. Ms. Nam will commence her employment on May 1, 2026. She will serve as a member of the Executive Committee and will be based out of the Company’s New York City office.
Ms. Nam is an accomplished finance and accounting executive with deep experience leading the finance and accounting organizations of companies at various points in their lifecycle, from private equity-backed to IPOs and multinational publicly traded organizations. She brings extensive expertise in financial strategy, capital markets, transaction execution, pricing strategies and organizational effectiveness.
Most recently, Ms. Nam served as Chief Financial Officer and Chief Accounting Officer of FTAI Aviation Ltd. (NASDAQ: FTAI), an integrated, full-service provider specializing in the maintenance, repair and leasing of commercial jet engines and aircraft. Ms. Nam served as Chief Accounting Officer beginning in August 2018 and added the Chief Financial Officer role following the successful spin-off of its infrastructure business (formerly known as Fortress Transportation and Infrastructure Investors LLC) in August 2022.
As Chief Financial Officer and Chief Accounting Officer of FTAI Aviation Ltd., Ms. Nam led all aspects of finance and accounting, including financial planning and analysis, financial reporting, accounting, tax and treasury, among other systems and controls. During her tenure, FTAI Aviation Ltd. experienced a period of significant growth in products and geographic reach, with revenues more than tripling from $708 million in 2022 to $2.5 billion in 2025.
Prior to joining FTAI Aviation Ltd., Ms. Nam was a Senior Vice President of Private Equity at Fortress Investment Group LLC, where she drove transaction advisory processes for IPOs, spin-offs, equity and debt offerings and acquisitions. She worked closely with portfolio company management teams on IPO readiness, due diligence and finance function transformation.
Ms. Nam began her career in the professional services industry, serving 10 years at KPMG LLP, where she advised large, multinational public and private companies across various industries on audit, Securities and Exchange Commission reporting and other complex accounting matters.
Paul Linton, who has served as Interim Chief Financial Officer since September 2025, will continue to serve in his role as Chief Strategy and Transformation Officer at FTI Consulting.
Commenting on Ms. Nam’s election, Steven H. Gunby, CEO and Chairman of FTI Consulting, said, “I am very excited that Angela is joining our team. She brings deep financial expertise, strong operational judgment and extensive capital markets experience to FTI Consulting. She has a proven track record of leading finance organizations through periods of growth, transformation and complexity. Let me also take this moment to thank Paul Linton for an outstanding job filling in as Interim Chief Financial Officer, a role he will remain in until Angela arrives, after which he will help Angela transition into her role and return to his prior role as Chief Strategy and Transformation Officer.”
Commenting on her election, Ms. Nam said, “As an expert-led firm, FTI Consulting has a long-standing reputation for delivering high-value insights to clients navigating complex business challenges and opportunities. As a former client, I am excited to work with the leadership team and finance organization as FTI Consulting continues to execute its sustainable growth strategy and create long-term value for all its stakeholders.”
About FTI Consulting
FTI Consulting, Inc. is a leading global expert firm for organizations facing crisis and transformation, with more than 8,100 employees located in 32 countries and territories as of December 31, 2025. In certain jurisdictions, FTI Consulting’s services are provided through distinct legal entities that are separately capitalized and independently managed. The Company generated $3.80 billion in revenues during fiscal year 2025. More information can be found at www.fticonsulting.com.
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