Scott Millard
SprinklrAbout Scott Millard
Scott Millard served as Chief Revenue Officer (CRO) at Sprinklr (CXM) from September 22, 2025 until his departure effective November 11, 2025 . He brings 30+ years of technology sales leadership, most recently as SVP, Global AI Sales at Dell Technologies, where he led a $15B+ revenue organization; prior roles included leading a $5B North America enterprise/commercial business at Dell . He holds both undergraduate and MBA degrees from Bryant University and is based in Boston, MA . Around his appointment, Sprinklr reported Q2 FY26 revenue of $212.0M (+8% YoY) and GAAP operating margin of 8% (improved from 0% YoY), providing context for commercial execution priorities during his brief tenure .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Sprinklr (NYSE: CXM) | Chief Revenue Officer | Sep 22, 2025 – Nov 11, 2025 | Executive GTM leadership during transformation; focus on large enterprise expansion and growth execution |
| Dell Technologies | SVP, Global AI Sales | Not disclosed | Led $15B+ revenue organization supporting large-scale AI deployments |
| Dell Technologies | SVP, North America Preferred Accounts | Not disclosed | Managed a $5B enterprise and commercial organization |
External Roles
- None disclosed in company filings or press materials reviewed .
Fixed Compensation
- Not disclosed. Millard was not a named executive officer (NEO) in Sprinklr’s 2025 proxy, and the appointment 8-K furnished a press release without compensatory terms .
- Company-wide compensation framework (context): Pay-for-performance orientation; cash bonus targets set as % of base; equity a mix of RSUs and PSUs (see Performance Compensation) .
Performance Compensation
Company executive LTI design (policy applicable beginning FY25; informs CRO structure though Millard’s specific grants were not disclosed):
| Metric | Weighting | Target Setting/Measurement | Performance Period | Payout Range | Notes |
|---|---|---|---|---|---|
| Relative TSR vs. comparator group | 75% | Relative TSR vs. board-approved peer set | 3 years | 0%–200% of target | Applies to executive officers’ PSU mix beginning with FY25 program |
| Revenue Growth | Part of remaining 25% | Pre-established revenue-growth targets | 3 years | 0%–200% | Earned at end of performance period; service-based requirement applies |
| Operating Income (non-GAAP) | Part of remaining 25% | Pre-established operating income-related targets | 3 years | 0%–200% | Earned at end of performance period; service-based requirement applies |
Short-term incentive (context): In FY25 (ended Jan 31, 2025), the compensation committee used holistic assessment and funded executive bonuses at 50% of target due to leadership transitions and business conditions; NEO details shown for context (Millard joined later in Sep 2025) .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Initial beneficial ownership (Form 3) | “No securities are beneficially owned.” (filed Sep 26, 2025; event date Sep 22, 2025) |
| Insider Form 4 activity | None found during reviewed period (no Form 4s listed) [ListDocuments: 0 of type 4] |
| Stock ownership guidelines | Officers: 1x base salary; CEO: 5x; Directors: 3x. Compliance by the later of Jan 31, 2029 or 5 years from becoming subject to the guidelines |
| Hedging/pledging | Prohibited for executives and all employees (anti-hedging and anti-pledging in Insider Trading Policy) |
| Clawback | NYSE/Rule 10D-1 compliant policy; recoupment of incentive-based comp tied to financial measures (incl. stock price/TSR) for 3 prior fiscal years in the event of a restatement |
| Typical RSU vesting cadence (context) | For executives in FY24–FY25 grants: 25% at first anniversary, then quarterly over the next 12 quarters (varies by award) |
Implications:
- With a Form 3 showing zero beneficial ownership and a tenure of ~7 weeks, there is no indication of near-term selling pressure or pledging risk from Millard at Sprinklr .
Employment Terms
| Item | Detail |
|---|---|
| Start date | September 22, 2025 (CRO) |
| Departure | Effective November 11, 2025; announced November 12, 2025 |
| Severance/CoC framework (company plan for officers) | Executive Severance and Change in Control Plan provides: Outside CoC period—9 months base salary, pro rata target bonus, up to 9 months subsidized COBRA (12 months for Mr. Thomas); Within CoC period (3 months before to 12 months after CoC)—12 months base, 100% target bonus, 100% acceleration of time-based equity, up to 12 months COBRA (enhanced terms for Mr. Thomas); 280G best-net cutback; no excise tax gross-ups |
| CEO separate agreement (context) | CEO has distinct severance terms (not applicable to Millard but indicates governance context) |
| Non-compete / non-solicit | Not disclosed in reviewed filings for Millard |
Performance & Track Record
- 30+ years in technology sales leadership; recognized for sales strategy, execution, and go-to-market leadership .
- Led a $15B+ AI sales organization at Dell; prior role managing a $5B enterprise/commercial segment in North America .
- Joined Sprinklr during an active transformation and enterprise expansion push; appointment coincided with improving operating metrics (Q2 FY26 GAAP operating margin 8% vs. 0% YoY) and 8% YoY revenue growth .
Risk Indicators & Red Flags
- Tenure/retention: Millard’s departure ~7 weeks after the effective start date indicates realized retention risk for this role .
- Insider trading/pledging: None indicated; anti-hedging/pledging policies in place; Form 3 shows no beneficial ownership at appointment .
- Governance protections: Company maintains NYSE-compliant clawback, stock ownership guidelines, and prohibits hedging/pledging .
- Leadership turnover context: Around the time of his appointment, company also announced CFO departure (Manish Sarin) effective Sep 19, 2025, reflecting broader leadership transitions .
Compensation Structure Analysis (Company Context)
- Shift toward higher at-risk equity: Introduction of PSUs for executive officers with heavy weighting to relative TSR (75%) and financial goals (25%) over a three-year period, with 0–200% payout range, increases performance orientation and reduces guaranteed pay .
- Discretionary annual bonus funding in FY25 due to transition (funded at 50% of target) shows pragmatic, situational application of short-term incentives during organizational change .
- Strong governance overlays: No hedging/pledging, clawback compliance, ownership guidelines for officers (1x salary) .
Say-on-Pay & Shareholder Feedback (Company)
- 2024 Say-on-Pay approval: 99.5% support, indicating strong shareholder endorsement of executive compensation program .
- Independent consultant (Compensia) supports peer benchmarking and program design .
Investment Implications
- Alignment and selling pressure: Form 3 reporting zero beneficial ownership at appointment and no Form 4 activity suggest no immediate insider selling signals tied to Millard; combined with prohibited pledging/hedging, alignment was to be built over time via standard ownership guidelines and performance-weighted equity, but his short tenure curtailed this pathway .
- Retention/execution risk: Rapid CRO turnover elevates near-term go-to-market execution risk; however, company-level governance and compensation structures (TSR- and profitability-linked PSUs, clawback, ownership guidelines) mitigate pay-for-performance concerns at the program level .
- Context on operating momentum: Q2 FY26 revenue growth (+8% YoY) and improved GAAP operating margin (8%) at the time of his appointment highlight the operational bar for the CRO role; continuity in GTM leadership remains a watch item following his exit .