Mark Torres
About Mark Torres
Mark Torres, 65, serves as Cineverse’s Chief People Officer, leading people strategy, culture, and organizational development; he joined the company in 2018 as Senior Vice President of Human Resources and previously held senior HR leadership roles at Sony Pictures Entertainment, Ticketmaster, Reed Elsevier/Variety, and served as SVP of People & Culture at Rubicon Project (now Magnite); he holds a bachelor’s degree in Telecommunications from California State University, Long Beach . Company performance context: Compensation “pay versus performance” disclosures show FY2025 net income of $3,764 thousand and a total shareholder return (TSR) index value of 19.51, following losses in FY2024 and FY2023, underscoring recent operational improvement .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Sony Pictures Entertainment | Senior HR leadership (role not further specified) | Not disclosed | Senior HR leadership in media; supports large-scale people operations |
| Ticketmaster | Senior HR leadership (role not further specified) | Not disclosed | HR leadership in tech-enabled ticketing; organizational development |
| Reed Elsevier/Variety | Senior HR leadership (role not further specified) | Not disclosed | HR leadership in B2B media; talent and organizational design |
| Rubicon Project (now Magnite) | SVP, People & Culture | Not disclosed | Led culture and people strategy in adtech; change management and growth enablement |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| None disclosed in CNVS filings for Torres | — | — | No external public company directorships or committee roles mentioned in executive biography |
Fixed Compensation
| Component | Detail |
|---|---|
| Base salary | Not disclosed for Mark Torres in DEF 14A/10-K reviewed |
| Target bonus % | Not disclosed for Mark Torres; company administers bonuses via the Management Annual Incentive Plan (MAIP) for selected employees |
| Actual bonus paid | Not disclosed for Mark Torres; company notes FY2023–FY2024 MAIP payouts were settled in Class A common stock for participants |
MAIP framework: Administered by the Compensation Committee; awards may be paid in cash, Class A common stock, equivalents, or a combination; target bonuses are generally based on goals aligned to the approved financial plan and key performance metrics .
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Not disclosed for Mark Torres | — | — | — | — | — |
Company-wide pay-for-performance philosophy emphasizes base salary, annual incentive awards (MAIP), and long-term incentive awards to align executives with stockholder interests .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership (company context) | Directors, executive officers, and principal stockholders collectively owned ~22.9% of outstanding Class A common stock as of Sep 24, 2025 . |
| Management group ownership | All directors and executive officers as a group (10 persons) owned 2,621,514 shares (13.3%) as of Sep 24, 2025 . |
| Mark Torres individual ownership | Not listed among directors/NEOs in the beneficial ownership table; individual ownership for Torres not disclosed within those tables . |
| Pledging/hedging | No pledging by Torres disclosed; related-party transactions section reports no significant reportable transactions involving executive officers in the last fiscal year . |
| Stock ownership guidelines | Not disclosed for Mark Torres; proxy does not detail officer-specific ownership guidelines in retrieved sections . |
Employment Terms
| Item | Detail |
|---|---|
| Employment start date at CNVS | Joined Cineverse in 2018 as SVP of Human Resources; currently Chief People Officer . |
| Contract term, renewal, severance | No employment agreement or compensatory arrangement specific to Mark Torres found in the reviewed DEF 14A/10-K and Item 5.02 8‑Ks; Item 5.02 agreements were disclosed for other executives (CEO, President/CSO, Chief Legal Officer, President of Technology, CFO) during 2025 . |
| Non-compete / non-solicit | Not disclosed for Mark Torres in reviewed filings . |
| Change-of-control economics | Not disclosed for Mark Torres; CIC severance and accelerated vesting terms were detailed for other executives’ agreements (e.g., CEO 3x; CFO 2x) . |
| Clawbacks, tax gross-ups, deferred comp | Not disclosed for Mark Torres in retrieved sections . |
Investment Implications
- Retention risk: Lack of a disclosed, individualized employment agreement or explicit severance/CIC terms for Torres contrasts with detailed agreements for other CNVS executives (CEO, CFO, CLO, President/CSO, President of Technology), potentially indicating lower contractual retention protections or simply non-disclosure in proxies/8‑Ks; visibility into Torres’s incentive alignment and vesting schedules is limited, making it difficult to assess near-term insider selling pressure tied to vesting .
- Compensation alignment: Company-wide MAIP and long-term incentives emphasize pay-for-performance and equity alignment, but absence of Torres-specific metrics (e.g., EBITDA, TSR modifiers, ESG goals) reduces analytical confidence on his at-risk profile; recent corporate disclosures highlight alignment philosophy for NEOs, suggesting similar structures may exist across senior executives, yet not directly confirmed for Torres in filings cited .
- Governance and conflicts: No significant related-party transactions were reported involving executive officers in the last fiscal year, lowering governance red-flag risk for Torres; no pledging/hedging disclosures for Torres were found in the proxy sections reviewed .
- Human capital impact: As Chief People Officer with deep HR leadership across media and tech, Torres is positioned to influence culture, recruiting, and retention during a period of performance improvement (FY2025 net income positive, rising CAP context vs. TSR); disciplined talent strategies disclosed by CNVS (values-based, inclusive culture, benefits, and community engagement) support execution, but quantifying Torres’s direct value creation requires compensation and ownership detail not disclosed for him .
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