Astronomer HR chief Kristin Cabot appears to be married to CEO of Privateer Rum -- and bought a house with him just five months ago: records
Property records obtained by The Post show that the 52-year-old Cabot, whose maiden name is Stanek, has shared a Rye, New Hampshire address with Andrew Cabot — the chief executive of Privateer Rum, a Massachusetts-based booze maker — since at least 2023.
Privateer Rum's website lists Andrew Cabot as its CEO and COO of the company. His bio says his 'ancestor, the original Andrew Cabot (1750-1791), was a merchant, rum distiller and successful American privateer during the American Revolution.'
Advertisement
4 Privateer Rum company founder Andrew Cabot standing next to new 2000 gallon fermenter.
Boston Globe via Getty Images
After being listed as co-residents at one address in Rye, Andrew and Kristin Cabot bought the two-story, four-bedroom New Englander-style house — located just minutes from the Atlantic coast — in February for $2.2 million, the records showed.
While Kristin and Andrew Cabot share a last name and appear to jointly own the home, The Post could not confirm immediately when or where their apparent marriage took place.
Advertisement
Kristin Cabot's now-deleted LinkedIn account showed that she has served as an 'advisory board member' at Privateer Rum since September 2020.
A photo purportedly showing Kristin and Andrew Cabot posing with two children has circulated on social media this week.
Andrew Cabot and Privateer Rum did not immediately return The Post's requests for comment. Efforts to reach Kristin Cabot also were unsuccessful.
4 Kristin Cabot has worked at Astronomer since 2024.
LinkedIn/Kristin Cabot
Advertisement
Astronomer, a New York-based software firm, confirmed Friday afternoon that it was investigating the concert incident.
'Astronomer is committed to the values and culture that have guided us since our founding. Our leaders are expected to set the standard in both conduct and accountability,' the company said in a statement posted on LinkedIn.
'The Board of Directors has initiated a formal investigation into this matter and we will have additional details to share very shortly,' the company added.
4 Kristin Cabot was listed as Astronomer's 'chief people officer.'
Astronomer
As The Post previously reported, Kristin Cabot filed for divorce with her ex-husband Kenneth Thornby in 2018 and the split was finalized in 2022, according to Massachusetts court records.
Advertisement
Cabot and Byron went viral for trying to dodge the 'kiss cam' at Gillette Stadium, which prompted Coldplay frontman Chris Martin to joke, 'Either they're having an affair or they're just very shy.'
Byron, meanwhile, appeared to be married to Megan Kerrigan Byron. She deleted his last name from her social media accounts before taking them offline entirely following a wave of comments from the public.
4 Kristin Cabot and Andy Byron were caught on the kiss cam at a Coldplay concert.
Grace Springer via Storyful
'Responsible for the vision and strategy, Andrew works closely with the team he assembled to produce one of the finest rums in in the world,' Privateer's website says. 'One simple question has focused Andrew throughout his career in technology, and time in public education and academia– 'how can we do this better?'
Elsewhere, ad copy for the brand — whose high-end bottles can retail for upwards of $100 each — pitches its strict use of authentic ingredients and 'Made in the USA' pedigree.
'One thing is certain,' one ad advises. 'Privateer advocates transparency, honesty and purity.'
Hashtags
Try Our AI Features
Explore what Daily8 AI can do for you:
Comments
No comments yet...
Related Articles
Yahoo
14 minutes ago
- Yahoo
Beer and food workers on strike at Fenway for homestand between Dodgers and Red Sox
BOSTON (AP) — Hundreds of Aramark workers at Fenway Park are on strike and planning to stay out for all of a homestand between the Boston Red Sox and the Los Angeles Dodgers starting Friday night. Concession workers had set a deadline of noon Friday for Aramark and Fenway Park to reach an agreement with the Local 26 chapter of the Massachusetts and Rhode Island hotel, casino, airport and food services workers union. The union went on strike at noon asking for 'living wages, guardrails on technology and R-E-S-P-E-C-T!' With the Red Sox and Dodgers scheduled to start at 7:10 p.m. EDT, union officials had a request for fans attending this homestand with food and beer workers on strike. 'We're asking you to NOT buy concessions inside the ballpark,' Local 26 wrote on social media. 'Tailgate before the games!' Union workers walked the picket line wearing green T-shirts declaring 'FENWAY WORKERS ON STRIKE.' They carried signs in the shape of a baseball proclaiming Local 26. The Red Sox go out of town Monday with a game that night at Minnesota. ___ AP MLB: The Associated Press Sign in to access your portfolio
Yahoo
14 minutes ago
- Yahoo
Why Centene (CNC) Stock Is Trading Up Today
What Happened? Shares of health coverage company Centene (NYSE:CNC) jumped 5.9% in the afternoon session after the company reported second-quarter results that missed earnings estimates, but the stock rallied as investors looked past the disappointment as sales came in ahead of expectations. Centene posted its first quarterly earnings miss in four years, swinging to an adjusted loss per share of $0.16, a stark contrast to the profit recorded in the same quarter last year. The company also set its 2025 earnings guidance significantly below analyst expectations, citing worse-than-expected cost trends in its Affordable Care Act (ACA) Marketplace business. Despite the profitability issues, total revenues for the quarter came in strong at $48.7 billion, handily beating expectations. While the stock initially dropped sharply in pre-market trading on the earnings miss, it reversed course and rallied during the company's earnings call. This turnaround suggested investors may have gained confidence from management's commentary and their stated plan to address the cost issues and restore profitability. Is now the time to buy Centene? Access our full analysis report here, it's free. What Is The Market Telling Us Centene's shares are somewhat volatile and have had 13 moves greater than 5% over the last year. In that context, today's move indicates the market considers this news meaningful but not something that would fundamentally change its perception of the business. The previous big move we wrote about was 7 days ago when the stock dropped 3.9% as several negative developments weighed on the sector. Weakness in managed care providers was a significant factor, with companies like Elevance Health and Humana seeing declines due to an analyst downgrade and a lost lawsuit regarding Medicare bonus payments, respectively. Additionally, some pharmaceutical and biotech companies experienced sharp drops following unfavorable news; for instance, Sarepta Therapeutics plunged after a report indicated another patient death tied to its experimental gene therapy, and GSK's blood cancer drug dosage was voted against by the FDA advisory committee. Broader market sentiment, including concerns about rising costs and inadequate pricing for 2025 plans among health insurers, also contributed to the downward pressure on healthcare equities. Centene is down 53.3% since the beginning of the year, and at $28.29 per share, it is trading 64.7% below its 52-week high of $80.23 from September 2024. Investors who bought $1,000 worth of Centene's shares 5 years ago would now be looking at an investment worth $420.47. Here at StockStory, we certainly understand the potential of thematic investing. Diverse winners from Microsoft (MSFT) to Alphabet (GOOG), Coca-Cola (KO) to Monster Beverage (MNST) could all have been identified as promising growth stories with a megatrend driving the growth. So, in that spirit, we've identified a relatively under-the-radar profitable growth stock benefiting from the rise of AI, available to you FREE via this link.
Yahoo
14 minutes ago
- Yahoo
Howard Levitt: For Coldplay concert couple, Canadian harassment law would top privacy concerns
If you want to know how far harassment protections have expanded in Canadian workplace law today, look no further than the Coldplay concert debacle. While most observers seem to agree that the two colleagues caught canoodling at a Boston Coldplay concert — the chief executive and head of HR for U.S. tech company Astronomer — have been appropriately (and very publicly) shamed, there are divisions on the question of professional punishment and accountability. I have read arguments suggesting that the relationship, while extramarital, was between two consenting adults, and therefore not deserving of reprimand or termination, or perhaps even investigation. Or that the company had no interest in getting involved, since there was no evidence of coercion or complaints of favouritism or violation of company policies. None of this is reflective of Canadian law today. First, all potential harassment must be investigated, whether there is a complaint or not. The fact that a relationship between a superior or subordinate is ostensibly 'consensual' does not end the issue legally. As the Ontario Court of Appeal noted last month in a case involving Metrolinx: 'There are many reasons why a victim of harassment might choose not to pursue an official complaint, none of which erase the harassing behaviour or the employer's obligation to investigate it to protect the workplace from a hostile or demeaning environment. … (A lack of complaint) does not relieve an employer of its statutory duty (under the Occupational Health and Safety Act of each province) to conduct an investigation' into harassment. The Court of Appeal in that case made clear that the obligation of an employer to investigate potential harassment is not just owed to the potential victim but to all employees in that workplace. But does the apparent affair between the CEO and HR head qualify as harassment, which therefore must be investigated? In 2001, there was a groundbreaking decision by the Ontario Court of Appeal in Simpson v. Consumers Association of Canada, in which the court made clear that there should be no assumption that a relationship is consensual even if it might appear so. Instead, an evaluation of the imbalance of power must occur to see if there may be factors affecting the individual's consent (scared of losing job, afraid of reprisal, etc.). 'It is an error to ignore the supervisory role of the alleged harasser and to treat him as one of the employees. … Mr. Simpson may well have viewed all of his conduct as consensual and therefore as welcome. Because of the power imbalance in an employee's relationship with a supervisor, and the perceived consequences to objecting to a supervisor's behaviour, particularly when the behaviour is not directed specifically at that employee … an employee may go along with the conduct. In those circumstances, the employee will be effectively consenting to unwelcome conduct because she feels constrained from objecting' This 25-year-old case highlighted that claims of consensual conduct will be closely examined when the individual involved holds a position of power. It is important to monitor relationships involving power differentials, as they give rise to legal risk. The court noted that anyone in a position of authority — and Andy Byron, the CEO in the Coldplay imbroglio would no doubt qualify — 'owes duties to their employer … to protect employees from harassing behaviour and to safeguard the employer from potential civil liability arising from such complaints. Any CEO consorting with an employee risks that employee later saying that they only succumbed to the CEO's advances to protect their job. In the Simpson case, the court also noted it is 'a workplace reality that it is difficult for staff to disapprove of the conduct of a superior without feeling that their jobs may thereby be in jeopardy.' It further stated that Simpson 'failed to properly consider whether the reason Ms. X felt that she was obliged to go along with his behaviour was to ensure that she retained her job, which she needed, and to be part of Mr. Simpson's 'inner circle.' Perhaps most important and relevant to the Andy Byron affair, the court said that a having a relationship with a subordinate exposes the employer to the risk of civil suits, and that it the job of senior employees to ensure an employer carries out its duties to its workers, shareholders and the public so that the company is protected. 'If the supervisor creates the problem,' the court said, 'he is in breach of that duty.' The suggestion that privacy concerns prevail is also inconsistent with the development of sexual harassment law in this country. Privacy rights are generally dramatically overstated: in other words, in general, privacy rights have little protection under our law and they fall to the wayside next to an employer's duty to stop and investigate potential harassment in their workplace. There is a common misconception that employers must find that a relationship lacked consent or that there was differential treatment before management can act. This assumes that the subordinate employee will come forward willingly, which, as noted above, may not occur. Employers are obliged to deal with potential harassment prior to any escalation by complaining employees. Of course, if policies are violated, such as one prohibiting superior-subordinate relationships, which I encourage employers to adopt — or at least policies requiring disclosure of such relationships — the case against the violator is clearer. But superior-subordinate relationships are always problematic, even in the absence of such policies. Howard Levitt: How the Coldplay concert affair would have played out in Canada Howard Levitt: Even the most desultory employee can find favour with the courts In short, in Canada, employers cannot view relationships between superiors and subordinates with equanimity, nor as private affairs. They must investigate from the standpoint that any such relationship may be inherently coercive and, in any event, damaging to the organization and come with substantial liability risks. Howard Levitt is senior partner of Levitt LLP, employment and labour lawyers with offices in Ontario, Alberta and British Columbia. He practices employment law in eight provinces and is the author of six books, including the Law of Dismissal in Canada.
