Arunkumar Pattabhiraman
SprinklrAbout Arunkumar Pattabhiraman
Arunkumar Pattabhiraman is Chief Marketing Officer (CMO) at Sprinklr (CXM), serving since May 2022. He holds a bachelor’s in Electrical & Electronics Engineering from Anna University and a Post Graduate Program in Management from the Indian School of Business, Hyderabad; his age is 42 as of the 2025 proxy . Company performance context during his tenure shows improving profitability metrics and mixed TSR; management uses Net New ARR, non-GAAP operating income, revenue growth, and relative TSR as core incentive measures .
| CXM Performance Context (Value of $100 investment; $000s where noted) | FY 2022 | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|---|
| CXM TSR (Value of $100) | $64 | $56 | $71 | $51 |
| Peer Group TSR (Value of $100) | $81 | $61 | $70 | $69 |
| Net Income (loss) ($) | (111,470) | (55,742) | 51,403 | 121,608 |
| Non-GAAP Operating Income ($) | (35,506) | 5,955 | 92,047 | 84,751 |
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Freshworks Inc. | Chief Growth Officer | — | Growth leadership responsibilities |
| Disney+ Hotstar | Ran international marketing | — | Built and led international marketing |
| InMobi | Chief Marketing Officer | — | Led global marketing as CMO |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No public company directorships or external board roles disclosed for Pattabhiraman in CXM proxies |
Fixed Compensation
| Item (FY 2023 unless noted) | Amount/Detail |
|---|---|
| Base salary (annual target) | $386,190 (FY23 base salary schedule) |
| Salary paid (SCT) | $280,107 (partial-year from May 10, 2022) |
| Target bonus % | 55% of base salary (FY23) |
| Actual non-equity incentive (SCT) | $160,037 (FY23) |
| Signing bonus | $159,380; one-time, subject to clawback if departure within 1 year (FY23) |
Notes:
- FY2024 corporate bonus plan paid out at 39% of target on company metrics; individual payouts for Pattabhiraman not disclosed for FY2024 .
- FY2025 had no fixed targets due to leadership changes; bonuses were determined holistically by the compensation committee .
Performance Compensation
| Program | Metric | Weighting | Target | Actual/Payout | Vesting/Timing |
|---|---|---|---|---|---|
| Annual Cash Bonus (FY2023) | Net New ARR Bookings | 80% (implied by change in FY24) | Company-set; not disclosed | Company-wide payout range ~34.7%–102.2% of target; Pattabhiraman SCT bonus $160,037 | Annual, paid after FY close |
| Annual Cash Bonus (FY2023) | Non-GAAP Operating Income | 20% (implied by change in FY24) | Company-set; not disclosed | Included in same payout range | Annual |
| Annual Cash Bonus (FY2024) | Net New ARR Bookings | 70% | Company-set; not disclosed | Company underperformed this metric; company payout factor 39% of target | Annual |
| Annual Cash Bonus (FY2024) | Non-GAAP Operating Income | 30% | Company-set; not disclosed | Company outperformed this metric; company payout factor 39% of target | Annual |
| Annual Cash Bonus (FY2025) | Holistic assessment | n/a | No fixed targets set | Committee-determined; no metric splits disclosed | Annual |
Design shift in LTI (FY2025): Beginning with CEO appointment in Nov 2024, executive officers’ LTI mix includes PSUs tied 75% to relative TSR over three years and 25% to revenue-growth and operating income targets (0%–200% payout). Pattabhiraman-specific PSU grants are not disclosed; program change is company-wide design .
Equity Ownership & Alignment
| Equity detail | Grant date | Type | Shares (#) | Grant-date fair value ($) | Vesting schedule |
|---|---|---|---|---|---|
| New hire equity | 06/17/2022 | RSU | 329,489 | 3,383,852 | 25% on 06/15/2023; remaining 75% in 12 equal quarterly installments thereafter, subject to continued service |
| Additional new hire award | 06/17/2022 | RSU | 41,186 | 422,980 | Vested immediately upon grant |
| Realization and outstanding (as reported) | Period/As of | Shares/Value |
|---|---|---|
| Shares acquired on vesting (Stock Awards) | FY 2023 | 41,186 shares; $422,980 value realized |
| Unvested RSUs outstanding | 01/31/2023 | 329,489 RSUs; market value $3,275,121 (at $9.94) |
Alignment safeguards and policies:
- Stock ownership guidelines: Officers must hold stock equal to 1.0x base salary; compliance by the later of Jan 31, 2029 or 5 years after becoming subject to the guidelines; options and unearned PSUs excluded from calculation .
- Hedging and pledging: Prohibited; also prohibits margin purchases/pledges .
- Clawback: NYSE-compliant Incentive Compensation Recoupment Policy effective Oct 2, 2023, covering incentive comp tied to financial reporting measures, stock price, or TSR for the prior three completed fiscal years .
Beneficial ownership: Pattabhiraman is not individually listed in the beneficial ownership tables for directors and NEOs in FY2024/FY2025 proxies, implying no separate disclosure of his share count; tables list directors/NEOs only .
Employment Terms
- Severance and Change-in-Control plan (officer-level participants):
- Termination outside CIC period (other than for cause, death, disability): cash severance equal to 9 months’ base salary; pro rata target annual bonus; subsidized COBRA up to 9 months .
- Double-trigger CIC (termination during CIC period without cause/for good reason): lump-sum 12 months’ base salary; 100% of target annual bonus; 100% acceleration of unvested time-based equity; COBRA up to 12 months (no excise tax gross-ups; best-net cutback applies) .
- Insider Trading Policy on file; trading windows apply; policy filed as exhibit to FY2025 10-K .
Investment Implications
- Quarterly RSU vesting cadence from the June 2022 grant sets up regular supply at vesting dates (sell-to-cover potential), though individual sale activity is not disclosed in the proxies; 41,186 RSUs vested in FY2023, with larger remaining tranches vesting through FY2026 absent new grants .
- Pay-for-performance linkage: Annual bonuses tied predominantly to Net New ARR and non-GAAP operating income (80/20 in FY2023; 70/30 in FY2024), with a 39% company payout in FY2024; FY2025 awards were discretionary due to leadership changes—introducing near-term subjectivity risk but also flexibility amid churn/down-sell conditions .
- Alignment safeguards are strong: 1x salary ownership guideline for officers, strict anti-hedging/pledging, and a NYSE-compliant clawback policy reduce misalignment risk and discourage aggressive personal risk-taking .
- Retention/COC economics: Double-trigger CIC protections (cash plus full acceleration of time-based equity) encourage continuity through potential strategic transactions; outside a CIC, severance is 9 months of salary plus pro rata bonus—balanced but not excessive .
- Company context: Profitability has improved (net income positive in FY2024–FY2025; non-GAAP operating income materially higher vs FY2022–FY2023), while TSR has been volatile and below peers most recently; that backdrop can influence bonus outcomes and any future PSU realizations tied to relative TSR .
Sources
- Executive officers and biography (age, education, tenure): DEF 14A (2024, 2025)
- Summary Compensation Table (FY2023) and signing bonus: DEF 14A (2023)
- FY2023 base salary schedule and target bonus %: DEF 14A (2023)
- Grants of Plan-Based Awards and vesting terms for RSUs (06/17/2022): DEF 14A (2023)
- Outstanding Equity Awards as of 01/31/2023; market value: DEF 14A (2023)
- Option Exercises and Stock Vested (FY2023): DEF 14A (2023)
- Annual bonus design and payout factors (FY2024), metric weights; FY2025 discretion: DEF 14A (2024, 2025)
- Pay-versus-Performance (TSR, net income, non-GAAP operating income): DEF 14A (2025)
- Stock ownership guidelines, hedging/pledging prohibitions, clawback: DEF 14A (2025, 2024)
- Beneficial ownership tables (no individual Pattabhiraman line): DEF 14A (2024, 2025)
- Severance and Change-in-Control economics: DEF 14A (2024)
- Compensation committee independence/process (context): DEF 14A (2025, 2024)