Parker Harris

About Parker Harris

Parker Harris, age 58, is Salesforce’s Co‑Founder and currently serves as Chief Technology Officer of Slack (since 2024) and a member of Salesforce’s Board (director since 2018). He holds a B.A. in English Literature from Middlebury College . During FY2025, Salesforce delivered $37.9B revenue (+9% y/y), GAAP operating margin of 19% (+460 bps), operating cash flow of $13.1B (+28% y/y), and free cash flow of $12.4B (+31% y/y) . Performance-based equity for executives includes a three-year relative TSR metric; the FY2022 PRSU grant paid at 80% based on a 54th percentile TSR outcome over the Mar-2021 to Mar-2024 period .

Past Roles

Organization	Role	Years	Strategic Impact
Salesforce	Co‑Founder	1999–present	Co-founded Salesforce; deep product/technology leadership shaping Customer 360 and platform direction .
Salesforce	Chief Technology Officer (company)	2016–2024	Led core technology; cybersecurity/data privacy expertise leveraged in board oversight .
Salesforce	EVP, Technology	2004–2013	Senior technical leadership during major scale-up phases .
Slack (Salesforce)	Chief Technology Officer	2024–present	Oversees Slack technology within Salesforce’s portfolio .
Left Coast Software	Co‑Founder & VP	1996–1999	Early engineering/Java consulting foundation preceding Salesforce .

External Roles

Organization	Role	Years	Notes
Middlebury College	Board of Directors (member)	Not disclosed	External academic governance role .
Other public company boards	N/A	N/A	No other public company directorships reported in past 10 years .

Fixed Compensation

Metric	FY2023	FY2024	FY2025
Base Salary ($)	1,000,000	1,000,000	1,000,000
Target Annual Bonus (% of salary)	Not disclosed in proxy for FY2023	100% (implied from non-equity incentive $1.0M on $1.0M salary)	125% (Target $1,250,000)
Actual Annual Bonus ($)	700,000	1,000,000	1,250,000

Notes:

FY2025 target bonus for Harris was 125% of salary; payout funded at 100% of target based on Company metrics and an individual multiplier of 100% .

Performance Compensation

Annual Cash Bonus – FY2025 Design and Results

Metric	Weight	Target	Actual	Attainment vs Target	Contribution to Payout
Revenue ($mm)	1/3	38,000	37,895	99.7%	32.9%
Operating Cash Flow ($mm)	1/3	12,650	13,092	103.5%	35.7%
Non‑GAAP Income from Operations ($mm)	1/3	12,350	12,529	101.5%	34.3%
Total Formulaic Company Payout	—	—	—	—	102.8% capped to 100%
Individual Multiplier	—	—	—	—	100% (Harris)
Final Bonus Payout (Harris)	—	—	—	—	100% of target ($1,250,000)

Long-Term Equity – Structure and FY2025 Progress

Vehicle	Weight	Performance Metric(s)	Measurement	Vesting
PRSUs	50% (for NEOs other than CEO)	50% relative TSR vs Nasdaq‑100; 50% non‑GAAP operating margin	3‑year TSR; annual OM goals averaged over FY25–FY27	Cliff vest after 3 years; FY2025 grants vest Mar 2027 if earned
RSUs	50% (for NEOs other than CEO)	Time‑based	—	Typically 4‑year vesting; dividend equivalents added Mar 2024

FY2025 OM PRSU Progress:

FY2025 OM PRSUs had targets set higher than prior year; FY2025 actual OM resulted in a 110% vesting achievement for the FY2025 tranche toward the three‑year average .

FY2022 PRSU Outcomes:

3‑year TSR percentile outcome of 54th percentile led to an 80% payout (Harris vested 11,679 shares on Apr 15, 2024; award value $3,187,199) .

FY2025 Intended Target Equity Values (granted Mar 2024)

Executive	PRSUs ($)	RSUs ($)	Stock Options ($)	Total Target Value ($)
Parker Harris	6,250,000	6,250,000	—	12,500,000

FY2026 (forward look) – intended targets show Harris flat y/y at $12.5M (mix: PRSUs $4.167M, performance options $2.083M, RSUs $6.25M) .

Equity Ownership & Alignment

Beneficial Ownership (as of Mar 31, 2025)

Holder	Shares Beneficially Owned	% of Outstanding	Notes
Parker Harris	2,419,169	<1%	Includes 485,545 shares issuable within 60 days via options/RSUs/PRSUs; 946,987 in family trust; 861,491 in LLCs managed by Harris and spouse .

Stock Ownership Policy and Pledging:

Executive stock ownership guidelines increased in Mar 2025 to 3x base salary for executive officers (10x for CEO); current execs have until Mar 27, 2030 or five years from appointment to comply; all NEOs in compliance via holdings or compliance periods .
Hedging and pledging are prohibited for executive officers and directors .

Outstanding Equity Pipeline (FY2025 year-end)

Grant	Options Exercisable	Options Unexercisable	Strike	Expiration
03/22/2019	134,662	—	161.50	03/22/2026
04/22/2020	138,725	—	154.14	04/22/2027
03/22/2021	101,111	4,397	215.17	03/22/2028
03/22/2022	76,466	31,486	218.21	03/22/2029

Grant	Unvested RSUs (#)	Market Value ($)	Unearned PRSUs (#)	Market/Payout Value ($)
03/22/2021	872	297,962	—	—
03/22/2022	5,013	1,712,942	30,318	10,359,661
04/08/2023	16,068	5,490,436	22,780; 15,188	7,783,926; 5,189,740
03/20/2024	—	—	7,592	2,594,186
03/22/2024	20,308	6,939,244	18,736; 12,490	6,402,091; 4,267,833

Insider Selling/Vesting Pressure Indicators (FY2025 realized):

Options exercised: 167,770 shares; value realized $26,011,969 .
Stock awards vested: 32,788 shares; value realized $9,190,282 .
Notable upcoming expirations: large 2019 and 2020 option tranches expire in 2026 and 2027, respectively .

Employment Terms

Contract Element	Key Terms (Harris)
Employment	At‑will; offer letter provides for salary, annual bonus, equity participation .
Change‑of‑Control (“CoC”)	Double-trigger: if terminated without cause or resigns for good reason within 3 months prior to or 18 months after a CoC, receives 150% of salary+target bonus, up to 18 months of Company‑paid healthcare, and full acceleration of unvested equity (PRSUs per plan rules) .
Estimated CoC Economics (as of Jan 31, 2025)	CoC only: accelerated equity value $18,542,351 . Qualifying termination in connection with CoC: cash (salary+bonus) $3,375,000; benefits $59,691; accelerated equity $48,129,537; total $51,564,228 .
Clawback	NYSE/SEC-compliant clawback for erroneously paid performance-based incentive comp upon qualifying restatements (lookback 3 completed fiscal years) .
Hedging/Pledging	Prohibited .

Board Governance

Attribute	Detail
Board Service	Director since 2018; re‑nominated in 2025 .
Independence	Not independent (executive officer) .
Committees	Member, Cybersecurity & Privacy Committee (C&P committee met 4 times in FY2025) .
Director Compensation	Does not receive separate director pay as an employee; non‑employee director pay table excludes Harris .
Board Attendance	All directors attended ≥75% of meetings; average director attendance 97% in FY2025 .
Dual‑Role Implications	As an executive director, Harris is non‑independent; committees overseeing pay, audit, and governance are fully independent; Board employs a strong Lead Independent Director structure to mitigate Chair/CEO combination (Benioff) and ensure independent oversight .

Director Compensation (for directors; not applicable to Harris)

FY2025 non‑employee director equity grant ~$375,000 in RSUs plus cash fees for chairs/lead independent director; Harris, as an employee, received no separate director compensation .

Say‑on‑Pay & Compensation Governance Context

2024 Say‑on‑Pay support was ~45.6%; the Board/Compensation Committee engaged extensively with investors and made program changes: no off‑cycle awards absent extraordinary events, revised peer group (removed mega‑caps; added AMD/AVGO/PANW/QCOM), capped CEO perqs, increased ownership guidelines, and enhanced disclosure; FY2026 program adds performance options and a margin+growth PRSU metric .

Expertise & Qualifications (selected)

Co‑founder with deep software and platform expertise; cybersecurity and data privacy expertise leveraged for C&P oversight; BA Middlebury .

Multi‑Year Compensation Summary (NEO totals)

Year	Salary ($)	Stock Awards ($)	Option Awards ($)	Non‑Equity Incentive ($)	All Other ($)	Total ($)
FY2023	1,000,000	7,000,150	7,000,007	700,000	—	15,700,157
FY2024	1,000,000	10,269,502	—	1,000,000	—	12,269,502
FY2025	1,000,000	13,227,812	—	1,250,000	—	15,477,812

Investment Implications

Alignment and performance gearing: Harris’ pay mix remains majority performance‑linked via PRSUs and sizeable unvested/uneared equity; FY2025 OM PRSU tranche achievement at 110% signals above‑target operational execution against rigorous margin goals .
Potential selling/overhang: FY2025 realized $26.0M from option exercises and $9.19M from vesting; substantial 2019–2020 options expire in 2026–2027, suggesting continued exercise cadence; large unvested RSU/PRSU pipeline could create periodic supply as tranches vest .
Retention and CoC risk: Standard double‑trigger CoC protections (150% salary+bonus, full acceleration) plus significant unvested equity support retention; estimated CoC termination package ~$51.6M for Harris as of FY2025, with $48.1M from equity acceleration .
Governance risk mitigants: Harris is a non‑independent executive director, but compensation, audit, and governance committees are fully independent, and a strengthened Lead Independent Director role is in place; hedging/pledging prohibitions and a clawback policy further align incentives .
Pay program trajectory: Post‑2024 investor pushback, Salesforce tightened practices, raised ownership requirements, and increased performance rigor (including FY2026 performance options and margin+growth PRSUs), which should enhance pay‑for‑performance linkage across the executive bench, including Harris .