Breakdown | TTM | Dec 2024 | Dec 2023 | Dec 2022 | Dec 2021 | Dec 2020 |
---|---|---|---|---|---|---|
Income Statement | ||||||
Total Revenue | 1.88B | 1.94B | 2.16B | 2.56B | 2.31B | 1.23B |
Gross Profit | 1.19B | 451.18M | 473.50M | 486.06M | 510.20M | 255.04M |
EBITDA | 52.23M | 78.68M | 104.77M | 153.91M | 193.38M | 20.51M |
Net Income | 14.37M | 22.98M | 44.53M | 90.93M | 121.05M | -5.59M |
Balance Sheet | ||||||
Total Assets | 1.07B | 1.04B | 984.84M | 891.63M | 1.02B | 640.61M |
Cash, Cash Equivalents and Short-Term Investments | 14.81M | 11.91M | 13.22M | 12.19M | 9.81M | 5.53M |
Total Debt | 41.93M | 310.27M | 228.47M | 194.41M | 355.84M | 186.15M |
Total Liabilities | 496.71M | 470.57M | 429.36M | 375.66M | 599.13M | 339.60M |
Stockholders Equity | 578.20M | 573.92M | 555.48M | 515.97M | 424.44M | 301.01M |
Cash Flow | ||||||
Free Cash Flow | 68.14M | 4.19M | 153.83M | 166.00M | -157.38M | 51.85M |
Operating Cash Flow | 101.91M | 33.68M | 175.16M | 185.85M | -146.37M | 61.65M |
Investing Cash Flow | -113.68M | -109.43M | -190.84M | -16.56M | -13.46M | -28.15M |
Financing Cash Flow | 17.14M | 74.44M | 16.72M | -166.91M | 164.12M | -33.71M |
Name | Overall Rating | Market Cap | P/E Ratio | ROE | Dividend Yield | Revenue Growth | EPS Growth |
---|---|---|---|---|---|---|---|
80 Outperform | $407.77M | 4.36 | 464.02% | 22.59% | 256.08% | 335.67% | |
77 Outperform | $1.61B | 14.41 | 10.75% | 1.95% | -9.83% | -28.70% | |
66 Neutral | $364.37M | 26.56 | 2.50% | 1.91% | -9.21% | -60.42% | |
64 Neutral | $123.12M | 14.38 | 6.34% | 0.91% | -5.81% | -29.10% | |
61 Neutral | $667.97M | 30.62 | -3.13% | ― | -18.93% | -141.88% | |
56 Neutral | £2.53B | 6.28 | -0.23% | 46.00% | 10.12% | 5.01% | |
55 Neutral | $120.47M | ― | -10.88% | ― | -20.35% | 77.51% |
Olympic Steel has approved a Key Employee Severance Benefit Plan, effective November 2, 2023, which will cover key executives, including the CFO and the President/COO, starting December 18, 2024. The severance benefits under this new plan are similar to those in the previously existing individual agreements, indicating a streamlined approach to executive compensation and retention strategies.