Amitabh Misra
SprinklrAbout Amitabh Misra
Amitabh Misra is Sprinklr’s Chief Technology Officer, serving since April 2024; he is 52 and brings deep enterprise software and AI/ML leadership from Adobe (VP Engineering, Experience Cloud Platform), plus founder/CTO experience at GOFro.com and Snapdeal.com . Sprinklr historically ties incentives to Net New ARR Bookings and Non‑GAAP Operating Income; due to leadership transitions in FY25, fixed targets were not set and bonuses were determined holistically . Stock ownership, hedging/pledging, and clawback policies are in place to align executives with shareholders .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Adobe Inc. | VP Engineering, Experience Cloud Platform | Nov 2018 – Mar 2024 | Led global R&D for Experience Cloud Platform across engineering, product, and AI/ML research . |
| GOFro.com | Founder & CEO | N/D | Founder-operator experience (details not disclosed in proxy) . |
| Snapdeal.com | CTO, Chief Architect, Head of Engineering | N/D | Scaled commerce technology and architecture (dates not disclosed in proxy) . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Not disclosed in proxy | — | — | No external directorships/roles disclosed in executive officer biography . |
Fixed Compensation
| Item | FY25 Detail | Notes |
|---|---|---|
| Base Salary | $463,802 | Converted from INR; effective FY25 year-end base; increased 6.9% for retention effective Jan 13, 2025 (from INR 36,475,340 to INR 39,001,500) . |
| Target Annual Bonus | 90% of base | Set by compensation committee; prorated in FY25 based on start date and salary changes . |
| Target Annual Bonus ($) | $327,791 | Prorated FY25 target dollars at 90% of base . |
| Signing Bonus | $98,571.96 | One-time; subject to clawback if terminated for cause within one year of start date . |
Performance Compensation
| Component | Metric(s) | Weighting | Target | Actual/Payout | Vesting/Terms |
|---|---|---|---|---|---|
| FY25 Annual Cash Bonus | Holistic assessment (historically Net New ARR Bookings and Non‑GAAP Operating Income) | N/A in FY25; historically 70% Net New ARR / 30% Non‑GAAP Op Inc (FY24) | $327,791 | $163,896 (50% of target funded for exec team) | Cash; FY25 lacked fixed targets due to transitions . |
| FY25 Equity (New‑hire RSUs) | Time‑based RSUs | N/A | 376,569 RSUs; grant-date fair value $4,725,941 | N/A (unvested as of 1/31/25) | 25% vests June 15, 2025; remainder vests in 12 equal quarterly installments on Quarterly Vesting Dates thereafter, subject to continued service . |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (as of Apr 15, 2025) | 0 shares of Class A or Class B reported (not within 60-day vesting window) . |
| Unvested RSUs Outstanding (1/31/25) | 376,569 RSUs; market value $3,355,230 at $8.91 closing price on 1/31/25 . |
| Options Outstanding | None disclosed for Misra . |
| Ownership Guidelines | Officers required to hold 1.0x base salary in stock; compliance deadline is the later of Jan 31, 2029 or five years after becoming subject to guidelines . |
| Compliance Status | As of Jan 31, 2025, all current executive officers and directors either met requirements or were within the compliance period . |
| Hedging/Pledging | Prohibited (no short sales, derivatives, margin or pledging) . |
| Clawback Policy | NYSE‑compliant incentive compensation recoupment policy effective Oct 2, 2023 . |
Employment Terms
- Appointment/start: CTO effective April 1, 2024 .
- Offer letter: Included one-time signing bonus subject to recovery if terminated for cause within one year; base, target bonus, and initial equity specified .
- Severance (Executive Severance and Change-in-Control Plan; applies to NEOs other than CEO Read):
- Termination outside CIC period (3 months before to 12 months after CIC): 9 months’ base salary; lump-sum pro‑rata target bonus for year of termination; up to 9 months subsidized COBRA .
- Double‑trigger (during CIC period and terminated without cause or resign for constructive termination): 12 months’ base salary; lump‑sum 100% of target bonus; 100% acceleration of outstanding unvested time‑based equity; up to 12 months subsidized COBRA .
- 280G cutback (greater‑of or cut‑to‑avoid excise tax); no tax gross‑ups .
- Change in incentive design: Beginning with CEO Read’s appointment, exec LTIs expected to include PSUs (75% relative TSR; 25% revenue/operating income over 3 years), 0–200% vesting; Misra’s FY25 award was RSUs; policy indicates future PSU mix for executives .
Compensation Committee and Benchmarking
- Independent consultant: Compensia advises the committee; no conflicts identified .
- FY25 compensation peer group (selected software peers): AppFolio, Braze, Bentley Systems, CCC Intelligent Solutions, Blackbaud, DoubleVerify, Manhattan Associates, Blackline, Dynatrace, Pegasystems, Workiva, Box, Five9, Semrush, Freshworks, Instructure, PowerSchool, Squarespace, Sprout Social .
- Say‑on‑Pay: 99.5% approval at 2024 annual meeting; next vote scheduled for 2026 meeting .
Investment Implications
- Pay‑for‑performance alignment: FY25 bonus paid at 50% of target due to a holistic performance assessment in a transition year; going forward, the introduction of PSUs (relative TSR and multi‑year financial goals) should strengthen alignment, though Misra’s initial FY25 grant was time‑based RSUs .
- Vesting and potential selling pressure: New‑hire RSUs begin vesting on June 15, 2025 and then quarterly, creating periodic supply; insider trading policy prohibits hedging/pledging and mandates trading windows, which moderates pressure .
- Ownership/skin‑in‑the‑game: As of April 15, 2025, Misra had no beneficially owned shares counted within 60 days, but holds a meaningful unvested RSU position; he is within the stock ownership guideline compliance period, indicating alignment should increase as vesting accrues .
- Retention and transition risk: A 6.9% salary increase in January 2025 and standard severance/change‑in‑control protections support retention; execution risk remains given limited tenure and ongoing organizational changes, though Misra’s prior Adobe platform and AI/ML leadership experience is directly relevant to Sprinklr’s product roadmap .