Joy Corso
SprinklrAbout Joy Corso
Chief Administrative Officer (CAO) at Sprinklr (NYSE: CXM) since January 13, 2025; reports to President & CEO Rory Read and leads both Marketing and Culture & Talent to strengthen market position, customer and employee engagement, and culture change . She brings 25+ years of global experience, including CMO at Vonage (2020–2024) and at Virtustream (2018–2020), with earlier leadership roles at AMD, Raytheon, and Fidelity; she holds an MBA and BS in Business Administration from Providence College and is age 56 . CXM’s executive incentive architecture now ties a meaningful portion of equity to relative TSR and multi‑year revenue/operating income goals, aligning her incentives with shareholder outcomes .
Company performance context during her tenure start:
- Incentive metrics the comp committee emphasizes include Net New ARR, non‑GAAP operating income, and relative TSR .
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Revenue ($) | 618,190,000* | 732,360,000* | 796,394,000* |
| EBITDA ($) | -44,601,000* | 44,406,000* | 32,888,000* |
| EBITDA Margin (%) | -7.21%* | 6.06%* | 4.13%* |
Values marked with * retrieved from S&P Global.
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Vonage Holdings Corp. | Chief Marketing Officer | 2020–2024 | Led Marketing, Communications, Integration and Transformation; scaled brand and go‑to‑market during ownership transition . |
| Virtustream (Dell Technologies) | Chief Marketing Officer and Head of Strategy | 2018–2020 | Led Marketing, Strategy and Product Management; enterprise cloud positioning . |
| Advanced Micro Devices (AMD) | Leadership roles | Not disclosed | Enterprise/tech marketing and transformation experience . |
| Raytheon | Leadership roles | Not disclosed | Enterprise/industrial brand and marketing leadership . |
| Fidelity Investments | Leadership roles | Not disclosed | Services/financial marketing leadership . |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Vonage Foundation | President | 2020–2024 | Led corporate philanthropy/outreach; stakeholder engagement . |
Fixed Compensation (program features applicable to CXM executive officers)
| Component | Program design (applies to executive officers; individual CAO terms not disclosed) |
|---|---|
| Base salary | Set by comp committee based on role scope, experience, internal parity, and peer data (Compensia) . |
| Annual cash bonus | Historically tied to Net New ARR and non‑GAAP operating income; FY2025 was a transition year with holistic assessment; committee funded executive bonuses at 50% of target (exceptions noted for certain individuals) . |
| Long‑term incentives | RSUs and PSUs under the 2021 Plan; beginning Nov 2024, executives receive PSUs with 75% based on relative TSR vs a board‑approved peer group over 3 years and 25% based on multi‑year revenue‑growth and operating income goals (0–200% payout) . |
| Typical RSU vesting cadence | Annual executive RSUs generally vest 25% at first anniversary and in 12 equal quarterly installments thereafter, subject to continued service . |
Note: CXM has not disclosed Joy Corso’s specific base salary, target bonus, or equity grant terms in the 2025 proxy or related filings; only program‑level structures are available .
Performance Compensation (PSU plan design for executive officers)
| Metric | Weighting | Measurement period | Payout range | Vesting mechanics |
|---|---|---|---|---|
| Relative Total Shareholder Return (vs. approved peer group) | 75% | 3 fiscal years | 0%–200% of target | Earned at end of period based on relative TSR ranking; requires continued service through settlement . |
| Revenue growth and operating income–related goals | 25% | 3 fiscal years | 0%–200% of target | Earned at end of period against pre‑established multi‑year financial targets; requires continued service . |
Compensation peer group used for benchmarking/relative TSR (FY2025): AppFolio, Bentley Systems, Blackbaud, BlackLine, Box, Braze, CCC Intelligent Solutions, DoubleVerify, Dynatrace, Five9, Freshworks, Instructure, Manhattan Associates, Pegasystems, PowerSchool, Semrush, Sprout Social, Squarespace, Workiva .
Say‑on‑Pay signal: 99.5% approval at the 2024 annual meeting, indicating strong shareholder support for CXM’s executive pay program .
Equity Ownership & Alignment
| Topic | Details |
|---|---|
| Stock ownership guidelines | CEO 5.0x base pay; all other officers 1.0x; non‑employee directors 3.0x; deadline is the later of January 31, 2029 or five years after becoming subject to the guidelines . |
| Hedging/pledging | Hedging and pledging of CXM stock prohibited for all directors and employees (mitigates misalignment/forced selling risk) . |
| Clawback | NYSE‑compliant incentive compensation recoupment policy effective October 2, 2023; covers incentive comp tied to financial measures, including stock price/TSR . |
| Beneficial ownership disclosure | Joy Corso was not itemized in the Security Ownership table as of April 15, 2025 (table lists NEOs and directors only) . |
Employment Terms
| Provision | Disclosed terms |
|---|---|
| Start date and reporting | Appointed CAO effective January 13, 2025; reports to President & CEO Rory Read . |
| Role scope | Leads Marketing and Culture & Talent; focus on market position, customer/employee engagement, talent development, and culture change . |
| Severance (executive plan) | Executive Severance and Change in Control Plan (covers executive officers other than CEO’s separate contract): if terminated outside CIC period not for cause—9 months base, pro‑rata target bonus, up to 9 months COBRA; during CIC period with double trigger—12 months base, 100% of target bonus, 100% acceleration of time‑based equity, up to 12 months COBRA (performance award treatment per award terms); tax gross‑up not provided . |
| Clawback/insider trading | Clawback policy and insider trading policy (blackouts; no hedging/pledging) apply to executive officers . |
Investment Implications
- Pay‑for‑performance alignment: The shift to PSU-heavy LTI with 75% relative TSR and 25% multi‑year revenue/operating‑income goals heightens alignment with shareholder returns and durable operating leverage; vesting requires multi‑year service, supporting retention .
- Selling pressure/pledging risk: Pledging and hedging are prohibited, and stock ownership guidelines (1x base for officers) create incremental “skin‑in‑the‑game” over a multi‑year horizon; absence of pledging reduces potential forced‑sale overhang .
- Severance/CIC economics: Double‑trigger CIC, cash severance, and time‑based equity acceleration are standard and reduce flight risk during transformation, but also create potential costs in change scenarios; no tax gross‑ups mitigate governance concerns .
- Governance/say‑on‑pay: Very high Say‑on‑Pay support (99.5%) signals investor endorsement of design changes (e.g., PSUs) and committee discretion in a transition year; suggests limited headline risk from compensation practices near‑term .
- Execution lens: As CAO overseeing both Marketing and Culture & Talent, Corso directly influences growth (brand/demand) and the organizational changes central to CXM’s transformation; comp metrics (relative TSR, revenue and operating income) directly intersect with her functional remit .
Key data constraints: CXM has not disclosed Joy Corso’s individual base salary, target bonus, or specific equity grant details in the 2025 proxy or 8‑Ks through the CAO appointment. Analyses above rely on program‑level terms applicable to executive officers rather than CAO‑specific economics .