Breakdown | ||||
Dec 2024 | Dec 2023 | Dec 2022 | Dec 2021 | Dec 2020 |
---|---|---|---|---|
Income Statement | Total Revenue | |||
1.49B | 1.39B | 3.37B | 3.41B | 2.94B | Gross Profit |
665.10M | 654.10M | 1.34B | 1.29B | 1.01B | EBIT |
268.80M | 286.80M | 369.50M | 529.20M | 262.90M | EBITDA |
361.00M | 368.00M | 383.30M | 670.80M | 380.90M | Net Income Common Stockholders |
184.10M | 188.30M | 401.10M | 435.40M | 181.00M |
Balance Sheet | Cash, Cash Equivalents and Short-Term Investments | |||
165.80M | 227.20M | 657.60M | 478.60M | 551.00M | Total Assets |
2.39B | 2.13B | 4.39B | 4.49B | 4.59B | Total Debt |
750.60M | 694.70M | 1.34B | 944.50M | 1.33B | Net Debt |
584.80M | 467.50M | 683.00M | 465.90M | 777.50M | Total Liabilities |
1.32B | 1.17B | 2.49B | 2.65B | 3.06B | Stockholders Equity |
1.06B | 964.00M | 1.90B | 1.83B | 1.53B |
Cash Flow | Free Cash Flow | |||
168.70M | 245.20M | -76.00M | 444.60M | 275.40M | Operating Cash Flow |
214.10M | 276.30M | -17.60M | 498.50M | 309.50M | Investing Cash Flow |
-318.00M | -31.10M | 264.00M | -300.00K | -229.10M | Financing Cash Flow |
62.10M | -252.50M | 106.00M | -557.90M | 55.10M |
Name | Overall Rating | Market Cap | P/E Ratio | ROE | Dividend Yield | Revenue Growth | EPS Growth |
---|---|---|---|---|---|---|---|
78 Outperform | $10.90B | 21.26 | 19.60% | 0.96% | 10.59% | 27.04% | |
77 Outperform | $24.81B | 9.30 | 24.30% | 1.13% | -2.99% | 159.26% | |
74 Outperform | $30.05B | 33.83 | 8.55% | 1.20% | 16.23% | 34.42% | |
67 Neutral | $78.70B | 25.29 | 25.87% | 1.06% | 0.41% | 19.76% | |
62 Neutral | $3.05B | 16.73 | 18.15% | 1.23% | -21.96% | -27.05% | |
62 Neutral | $33.41B | 40.25 | 8.40% | 0.10% | 5.22% | 8.01% | |
62 Neutral | $8.17B | 12.76 | 0.49% | 3.07% | 3.84% | -16.79% |
Crane NXT announced that Jennifer Kartono, the Senior Vice President and Chief Human Resources Officer, will be leaving her role effective March 1, 2025, and her employment will officially end on April 25, 2025. As part of her departure, a separation agreement has been arranged, providing her with a total compensation package, including a lump-sum cash payment equivalent to her one-year base salary, an annual incentive plan payout, and coverage for COBRA expenses. This transition may impact the company’s human resources strategy and stakeholder dynamics as they prepare for leadership changes.