Deepika Duggirala
Alight, Inc. / DelawareAbout Deepika Duggirala
Deepika Duggirala is Alight’s Chief Technology Officer (CTO) since January 1, 2025, after serving as EVP of Technology from June 2023 to December 2024; she is 50 years old and holds an MS in Electrical and Computer Engineering from Rutgers University and a BE in Electronics Engineering from Nagpur University . Her remit spans platform modernization, AI and automation, and she led completion of Alight’s multi-year technology modernization, including cloud migration and unified data capabilities, which delivered about $75 million in annualized savings and enabled digital adoption and operational efficiency gains . Alight’s 2024 outcomes used for incentive funding included revenue of $2.353B and Adjusted EBITDA of $594M, with VCP funding at 36%; 2022 PRSUs earned 105.61% of target and 2024 special PRSUs earned 116.17% after a Russell 2000 rTSR modifier .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Alight, Inc. | Chief Technology Officer | Jan 2025–present | Leads technology organization; accelerates AI/automation; builds on completed cloud migration and unified data to drive innovation and efficiency . |
| Alight, Inc. | EVP, Technology | Jun 2023–Dec 2024 | Drove technology modernization; platform consolidation; groundwork for Worklife and LumenAI; enabled digital adoption and savings . |
| TransUnion | SVP, Global Technology Platforms | May 2020–Jun 2023 | Led strategic technology initiatives across enterprise platforms . |
| Yello | Vice President, Engineering | Sep 2018–Mar 2020 | Scaled product engineering for recruiting tech . |
| SPINS | Senior Vice President, Engineering | Jun 2014–Sep 2018 | Led engineering for data/analytics offerings . |
| SAP Labs | Vice President of Development, SAP Mobile Platform | Mar 2012–Jun 2014 | Directed mobile platform development . |
| Motorola Inc. | Software Engineer → Engineering Project Manager | ~2002–2012 (nearly a decade) | Built and managed embedded/software projects; progressed into engineering leadership . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Quest Academy | Board of Trustees member | Jan 2024–present | Governance and strategic support for education institution . |
| Modal Learning | Advisory Board member | Nov 2022–present | Product/technology guidance for e-learning platform . |
Fixed Compensation
- Not specifically disclosed for the CTO in the 2024 or 2025 proxy; Alight highlights “majority of executive pay at-risk,” stock ownership guidelines, and a clawback policy for officers and directors .
Performance Compensation
Alight’s executive incentive architecture (applies to NEOs and the broader leadership program) emphasizes revenue growth, Adjusted EBITDA, margin expansion, and rTSR alignment.
- Annual cash Variable Compensation Plan (VCP) structure and 2024 results:
| Metric | Target | Adjusted Actual | Achievement (% of budget funding) | Final Bonus Pool Funding ($MM) | VCP Funding (% of target pool) |
|---|---|---|---|---|---|
| Adjusted EBITDA ($MM) | $610.0 | $594.0 | 20% | $9.1 | 13.0% |
| Revenue ($MM) | $2,350.0 | $2,353.0 | 102% | $15.3 | 23.0% |
| Total | — | — | — | — | 36.0% |
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Long-term incentives (LTI) design used in 2024:
- Standard PRSUs: 50% of LTI in PRSUs vest based on 3-year cumulative revenue and Adjusted EBITDA, each weighted 50%, payout range 0–200%; RSUs (50%) vest over 3 years .
- Special 2024 PRSUs: Annual vesting in thirds (2024–2026) on revenue and EBITDA margin expansion (50/50) with a Russell 2000 rTSR ±25% modifier; payout range 0–200% .
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Realized performance outcomes:
- 2022 PRSUs (FY2022–FY2024 period): Earned 105.61% of target (BPaaS revenue 112.28% weighted 50% → 56.14%; revenue 98.95% weighted 50% → 49.48%) .
- 2024 special PRSUs (annual tranche): Pre-rTSR achievement 141.67% (Revenue 200% × 50% = 100%; EBITDA margin expansion 83.33% × 50% = 41.67%); rTSR modifier at 32nd percentile = 82% of earned shares → 116.17% effective payout for 2024 tranche .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership (Class A) | 41,475 shares including RSUs scheduled to vest (Form 3 as of 01/01/2025) . |
| Ownership as % of shares outstanding | ~0.0078% (41,475 / 531,889,913 Class A shares outstanding as of 04/07/2025) computed from Form 3 and proxy record date . |
| Insider filings | Form 3 filed Jan 10, 2025; Form 4 filed Aug 19, 2025 (company notice references filings) . |
| Vested vs unvested, options | Not individually disclosed; Form 3 notes RSUs scheduled to vest . |
| Hedging/pledging | Prohibited under Alight’s Securities Trading Policy; company discloses “no pledging” and a clawback policy for executives . |
| Ownership guidelines | Company maintains “robust share ownership guidelines for officers and directors” (director multiples disclosed separately below); officer multiples not specified in proxy . |
| Director guidelines (reference) | Chair: 10× retainer; Directors: 5× retainer; five years to comply . |
Employment Terms
- Appointment and tenure: Promoted to CTO effective January 1, 2025; previously EVP of Technology from June 2023 to December 2024 .
- Policies applicable to executives: Securities Trading Policy with anti-hedging/anti-pledging; executive compensation clawback policy; active risk oversight by Board committees .
- Severance or change-of-control terms: Not specifically disclosed for the CTO; company describes potential payments and accelerated vesting for certain executives (e.g., Greg Goff) in an 8-K; no individual CTO agreement terms provided in filings reviewed .
Performance & Track Record
- Technology modernization: Front-end Worklife platform integration and backend cloud migration; eliminated redundancy and streamlined operations; AI-enabled call center and digital adoption; introduced LumenAI on a unified data lake .
- Quantified value creation: About $75 million in annualized savings from modernization and operational improvements .
- Business results embedded in incentives: 2024 revenue $2.353B and Adjusted EBITDA $594M used to fund VCP at 36% .
Compensation Peer Group (program context)
- The Compensation Committee benchmarks against a mixed professional services and technology peer set; 2024 peer group included ASGN, Broadridge, Ceridian, EPAM, ExlService, Genpact, HealthEquity, Insperity, Maximus, Paychex, TriNet, TTEC, WEX, WNS, Workday .
- Company compensation program emphasizes pay-for-performance, stockholder alignment, retention through multi-year vesting, and use of an independent consultant .
Say-on-Pay & Shareholder Feedback
- Say-on-Pay approval: Over 95% approval for 2024 compensation; annual advisory vote maintained .
- Prior year: Over 98% approval for 2023 compensation .
Investment Implications
- Alignment: RSU-based ownership, anti-pledging/hedging, and a clawback policy indicate strong governance and alignment of incentives with stockholders .
- Retention risk: CTO role is mission-critical; while individual severance/CIC terms are not disclosed for the CTO, program-level retention levers include PRSUs with multi-year horizons and rTSR modifiers; monitor future Form 4s for selling pressure and award vesting cadence .
- Execution signals: Delivery of $75M annualized savings and completion of the modernization program support confidence in operational execution; LTI metrics (revenue, EBITDA/margin, rTSR) directly tie pay to performance outcomes .
- Watch items: Absence of disclosed CTO-specific employment terms (severance/CIC) and detailed officer ownership multiples in the proxy; continue tracking proxy updates and 8-Ks for any changes to compensation structures or executive agreements .