Rohini Jain
BILL HoldingsAbout Rohini Jain
Rohini Jain, age 46, is Chief Financial Officer of BILL, appointed effective July 7, 2025 after senior finance roles at PayPal, Walmart eCommerce, and eBay; she is a Chartered Accountant (ICAI) and holds an M.S. in Finance from the London School of Economics . During FY25, BILL delivered total revenue of $1.4626B (+13% YoY), core revenue of $1.3008B (+16% YoY), non-GAAP operating income of $239.5M, and free cash flow of $312.5M, reflecting strong execution; Jain emphasized focus on profitability and announced a $300M share repurchase program in the FY25 earnings release .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| PayPal Inc. | SVP & CFO, Enterprise Business and Merchant Platforms; other roles | Apr 2016–May 2025 | Scaled enterprise/merchant platforms; senior finance leadership at a global fintech |
| Walmart eCommerce | Senior Director, FP&A | Jun 2015–Mar 2016 | Led FP&A for online retail operations |
| eBay Inc. | Director, Shipping Finance & Analytics | Aug 2013–Jun 2015 | Drove analytics for shipping economics and performance |
| General Electric | Finance roles (various) | — | Built foundational finance experience at a global industrial company |
Fixed Compensation
| Component | Amount | Notes |
|---|---|---|
| Base Salary | $450,000 | Per offer letter |
| Target Annual Bonus | 60% of base | Corporate/focal bonus tied to company and individual goals; first eligible FY26 |
| Sign-on Bonus | $250,000 | Payable 30 days post start; 100% repay if voluntary resign <12 months; 50% repay if <24 months |
| Initial RSU Award | $8,000,000 | Time-based restricted stock units; grant at hire |
| FY26 Planned PSU Award | $3,000,000 | Performance-based RSUs, subject to Comp Committee approval |
| Perquisites | Executive health insurance eligibility | Consistent with NEO program |
Performance Compensation
| Incentive | Metric | Weighting | Target Framework | Payout and Vesting |
|---|---|---|---|---|
| Annual Cash Bonus (Program Design) | Core Revenue | 50% | Annual corporate goals set by Comp Committee | Payout scaled vs threshold/target/maximum; metrics weighted equally |
| Annual Cash Bonus (Program Design) | EBITDA Less Float | 50% | Annual corporate goals | Payout scaled; reinforces profitability discipline |
| Financial PSUs | Core Revenue with Non-GAAP Operating Income threshold guardrail | Part of LTI (40–50% overall PSUs typical) | Threshold 93% (50% payout), Target 100% (100%), Max 107% (200%); capped at target if profitability threshold not met | One-year performance measurement; earned shares time-vest over three years |
| TSR PSUs | Relative TSR vs Russell 3000 | Part of LTI | Threshold 25th percentile (50%), Target 50th (100%), Max 85th (200%) | Single 3-year performance period; 100% cliff vest at end |
| RSUs (Program Design) | Service-based | 50–60% of LTI (typical) | Annual RSU grants generally vest quarterly over four years | Retention-aligned; reduces dilution vs options |
Notes: FY25 financial PSUs for NEOs were forfeited at 90% Core Revenue achievement; TSR PSUs remain outstanding to FY26—illustrates pay-for-performance rigor . CFO-specific FY26 targets are not disclosed yet; program design applies to executives, including CFO .
Equity Ownership & Alignment
| Policy/Item | Detail |
|---|---|
| Stock Ownership Guideline (CFO) | 3x annual base salary; only directly/beneficially owned shares count; compliance required within 5 fiscal years of designation |
| Clawback Policy | Dodd-Frank/NYSE-compliant clawback adopted Sept 2023; recovery up to 3 most recent fiscal years for incentive compensation upon restatement |
| Hedging/Pledging | Hedging prohibited; pledging strongly discouraged and requires Chief Compliance Officer approval |
| Beneficial Ownership (CFO) | Not individually listed in FY25 proxy’s beneficial ownership table; group totals include current executives but CFO-specific holdings are not disclosed |
| Option Holdings | Company has transitioned primarily to RSUs/PSUs; options minimal; no CFO-specific options disclosed |
| Insider Plans | Company uses Rule 10b5-1 trading plans for buybacks; executive 10b5-1 status not disclosed for CFO |
Employment Terms
| Term | Detail |
|---|---|
| Effective Start Date | July 7, 2025 |
| Employment Type | At-will; standard confidential information and invention assignment; indemnification agreement in place |
| CIC/Severance (outside CIC) | 6 months base salary for non-CEO executive officers, plus prorated target bonus and medical premium payments for same period |
| CIC/Severance (double trigger) | 12 months base + 100% target bonus; prorated target bonus; 100% acceleration of unvested equity (unless PSU terms specify otherwise); medical premium payments for salary severance period |
| Agreement Term | CIC agreements effective for 3 years with automatic renewals unless Company gives notice 3 months before expiration |
| Sign-on Repayment | 100% if voluntary resignation <12 months; 50% if <24 months |
| Non-Compete/Non-Solicit | Not disclosed in filings reviewed (California law limits enforceability of non-compete; company uses confidentiality/IP agreements) |
Investment Implications
- Pay-for-performance alignment: CFO compensation ties to Core Revenue and EBITDA Less Float in annual bonus and to Core Revenue/Relative TSR in PSUs, with rigorous payout scales and profitability guardrails; FY25 forfeiture of financial PSUs underscores discipline .
- Retention risk appears contained near term given the sign-on bonus repayment clauses and multi-year equity vesting; ownership guideline requires building a meaningful stake within five years, promoting long-term alignment .
- Change-in-control economics use double-trigger acceleration and 12 months salary + 100% bonus for executives (no excise tax gross-ups), which are market-standard and minimize single-trigger windfalls; clawback and anti-hedging/pledging policies strengthen governance .
- Execution track record: FY25 revenue +13% YoY, core revenue +16% YoY, non-GAAP operating income $239.5M, and FCF $312.5M, with CFO publicly emphasizing profitability and authorizing a $300M buyback—supportive of shareholder returns and potential EPS accretion .