Anthony Coletta
SprinklrAbout Anthony Coletta
Anthony Coletta, age 50, is Sprinklr’s Chief Financial Officer, appointed October 7, 2025, and serves as principal financial officer and principal accounting officer, reporting to CEO Rory Read . He brings 20+ years of global finance leadership across SAP, Siemens, and ThyssenKrupp, including CFO roles for SAP North America and Latin America & Caribbean, Chief Controlling Officer for Global Sales/Customer Operations, and Chief Investor Relations Officer at SAP, where he “orchestrated financial markets communications” and “helped generate significant market value” . He holds a master’s degree in Economics & Applied Languages from Paris I Sorbonne University . His pay-for-performance structure at Sprinklr is explicitly tied to multi-year relative TSR and revenue growth/operating income outcomes, aligning incentives with shareholder value creation .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| SAP SE | Chief Investor Relations Officer | Oct 2021 – Jun 2024 | Led financial markets communications; helped generate significant market value |
| SAP North America | Chief Financial Officer | Jul 2006 – Oct 2021 (part of tenure) | Steered a ~$10B business, fostering operational excellence and financial health |
| SAP Latin America & Caribbean | Chief Financial Officer | Jul 2006 – Oct 2021 (part of tenure) | Supported steady performance and increasing market share |
| SAP Global Sales & Global Customer Operations | Chief Controlling Officer | Jul 2006 – Oct 2021 (part of tenure) | Financial rigor across global sales/customer operations |
| SAP Market Units | Chief Financial Officer of Market Units | Jul 2006 – Oct 2021 (part of tenure) | Operating discipline across market units |
| Siemens; ThyssenKrupp | Finance and strategy positions | Not disclosed | Early career finance/strategy foundation |
External Roles
No public company directorships or external board roles were disclosed in the appointment filings and press materials .
Fixed Compensation
| Component | Amount/Term | Notes |
|---|---|---|
| Base salary | $460,000 | Initial annual base salary per Employment Agreement dated Oct 6, 2025 |
| Target annual bonus | 90% of base salary | Annual cash bonus target; payout determined by plan/committee |
Performance Compensation
| Equity type | Grant value | Structure | Key performance metrics | Payout range |
|---|---|---|---|---|
| New-hire equity (RSUs + PSUs) | $5,000,000 | 75% RSUs; 25% PSUs under 2021 Plan | PSUs: 75% relative TSR vs Board-approved peer group; 25% revenue-growth and operating income goals, measured over three-year performance period | 0%–200% of target PSUs based on goal attainment |
Vesting schedules
| Award | Vesting start | Schedule | Service requirement | End date |
|---|---|---|---|---|
| RSUs (75% of $5M) | Dec 15, 2026 | 25% on Dec 15, 2026; remaining vests in 12 equal quarterly installments on Mar 15/Jun 15/Sep 15/Dec 15 thereafter | Continuous service through each vest date | Four-year vesting cadence ending 2029 (dates as per schedule) |
| PSUs (25% of $5M) | Performance period starts upon grant | Earned based on 3-year performance; requires continuous service through Dec 15, 2028 | Continuous service through Dec 15, 2028 | Dec 15, 2028 settlement window |
Annual/short-term plan context
Sprinklr’s executive bonus framework historically uses Net New ARR Bookings and non-GAAP operating income, with committee discretion in transitional years; Coletta’s specific FY metrics/payouts have not yet been disclosed given his October 2025 start .
Equity Ownership & Alignment
| Item | Status/details |
|---|---|
| Initial SEC Form 3 | Filed Oct 17, 2025; “No securities are beneficially owned.” |
| Stock ownership guidelines (officers) | 1.0x base pay; compliance by later of Jan 31, 2029 or 5 years from becoming subject to guidelines |
| Hedging/pledging | Prohibited (no hedging or pledging; margin purchases prohibited) |
| Clawback policy | NYSE-compliant Incentive Compensation Recoupment Policy effective Oct 2, 2023, applies to incentive comp based on financial measures incl. stock price/TSR |
Employment Terms
- Appointment and start: Appointed CFO Oct 2, 2025; effective Oct 7, 2025 .
- Employment Agreement: Dated Oct 6, 2025; sets salary, target bonus, equity award; confidentiality covenants .
- Severance/Change-in-Control: Participant in Sprinklr’s Executive Severance and Change in Control Plan; double-trigger CIC protection. Outside CIC: 9 months base salary, pro rata target bonus, up to 9 months COBRA subsidy. Within CIC period: lump sum 12 months base salary, 100% of target bonus, full acceleration of unvested time-based equity awards, and up to 12 months COBRA subsidy; PSU treatment per award terms .
- Indemnification: Standard form indemnification agreement to fullest extent permitted under Delaware law .
- Power of Attorney: Executed Oct 1, 2025 authorizing attorneys-in-fact to sign Forms 3/4/5 .
Performance & Track Record
- SAP achievements: As Chief Investor Relations Officer, “orchestrated financial markets communications” and “helped generate significant market value” . As SAP North America CFO, “steering the $10 billion business,” enhancing operational excellence and financial health . Multi-region CFO roles (Latin America & Caribbean) supporting steady performance and market share gains .
- Global experience: Extensive international experience across Europe, Latin America, and U.S. .
Compensation Committee Analysis
- Committee composition: Compensation committee consists of Eileen Schloss, Kevin Haverty, Stephen M. Ward, Jr., and Tarim Wasim; all independent; Wasim as chair .
- Independent consultant: Compensia retained since FY2020; no conflicts; role includes peer benchmarking and CD&A support .
- Peer group: 19 software peers sized by revenue/market cap (e.g., Braze, Freshworks, Dynatrace, Five9, Workiva), approved Nov 2023 for FY2025 decisions .
- Say-on-pay: 2024 approval at 99.5% of votes cast, signaling strong shareholder support for pay program .
Risk Indicators & Red Flags
- Related party transactions: None disclosed for Coletta under Item 404(a) .
- Hedging/pledging: Prohibited by Insider Trading Policy (alignment positive) .
- Clawback: Robust NYSE-compliant clawback policy on incentive comp (mitigates restatement risk) .
Investment Implications
- Alignment: Compensation heavily equity-based with multi-year PSUs tied to relative TSR and revenue/operating income, aligning incentives to long-term value creation . RSUs spread over four years starting Dec 15, 2026, while initial Form 3 showed no holdings—suggesting limited near-term insider selling pressure from time-based vests .
- Retention risk: Double-trigger CIC protection, standard severance, and substantial new-hire equity promote retention during transformation, reducing CFO transition risk .
- Governance quality: Independent compensation committee, external consultant, clawback, and ownership guidelines (1x salary) indicate pay discipline and governance rigor supportive of investor confidence .
- Execution lens: Prior large-scale operating and IR leadership at SAP in multiple geographies is additive to Sprinklr’s ongoing transformation; PSU metrics create explicit accountability to TSR and profitable growth outcomes .