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Cogent Communications Holdings CCOI Defined Contribution Plan Cost Recognized

Defined Contribution Plan Cost Recognized at other companies

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ADTRAN Holdings, Inc.ADTN
$900K+2.9%

Other financials

Income statement

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Revenue$239.2M-3.2%
Gross profit$110.0M+0.3%
Operating income-$13.5M+66.5%
Net income-$39.5M+24.0%
EPS (diluted)-$0.83+23.9%

Balance sheet

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Cash & equivalents$140.3M-8.8%
Total debt$970.3M+2.7%
Total equity-$104.2M-173%
Total assets$3.1B-2.1%

Cash flow

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Operating cash flow$14.8M-59.2%
CapEx$46.2M-20.4%
Free cash flow-$31.4M-44.5%

Valuation

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Market cap$659.02M-71.8%
Enterprise value$1.49B-52.5%
P/S0.7×-1.6×

Profitability

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Gross margin45.6%+5.6pp
Operating margin-7.7%-2.8pp
Net margin-17.5%-1.1pp
FCF margin-21.5%+1.7pp

Returns & leverage

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Return on equity-93.6%-103pp
Debt / equity21×+19.1×
Current ratio1.9×+0.4×

Where this comes from

Reported directly by Cogent Communications Holdings in its filing.

Tagged under the XBRL concept us-gaap:DefinedContributionPlanCostRecognized.

The official record: Cogent Communications Holdings’s 10-K, filed February 20, 2026, on SEC EDGAR. View the filing →

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Questions, answered.

What is Cogent Communications Holdings's defined contribution plan cost recognized?
Cogent Communications Holdings (CCOI) reported defined contribution plan cost recognized of $825K in Q4 2025.
How has Cogent Communications Holdings's defined contribution plan cost recognized changed year-over-year?
Cogent Communications Holdings's defined contribution plan cost recognized increased by 17.9% year-over-year, from $700K to $825K.
What is the long-term trend for Cogent Communications Holdings's defined contribution plan cost recognized?
Over 4 years (2021 to 2025), Cogent Communications Holdings's defined contribution plan cost recognized has grown at a 38.4% compound annual growth rate (CAGR), from $900K to $3.3M.
What does defined contribution plan cost recognized mean?
Measures the total expense recognized for company contributions to employee defined contribution retirement plans, such as 401(k) programs. This reflects a core component of the company's labor-related overhead and employee benefit strategy.