Tod Crane
DOMOAbout Tod Crane
Tod Crane, age 40, is Domo’s Chief Financial Officer, appointed effective November 1, 2024, after nearly a decade in Domo finance leadership roles; he holds both a Master of Accountancy and B.S. in Accounting from Brigham Young University and previously served as an assurance manager at Ernst & Young (2010–2015) . During fiscal 2025, Domo’s operating profile included revenue of $317.0M (down 1% YoY), billings of $310.2M (down 3% YoY), and adjusted free cash flow of $(12.9)M, with non‑GAAP operating margin at 0% . The fiscal 2025 executive bonus plan paid out at 72% of target company-wide, with Crane’s prorated actual bonus of $81,000 settled in fully vested RSUs (9,806 units) given his mid-year role change . Anti‑hedging and anti‑pledging policies apply to executives (with disclosed pledging waivers only for Joshua James and Daniel Daniel), and a restatement-based clawback policy was adopted November 28, 2023 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Domo | CFO | Nov 2024 – Present | Executive finance leadership; investor relations and strategic planning |
| Domo | SVP, Finance | Dec 2023 – Nov 2024 | Led FP&A; supported CFO transition |
| Domo | VP, Finance | May 2023 – Dec 2023 | Expanded finance leadership scope |
| Domo | Sr. Director, Finance & Accounting | Feb 2021 – May 2023 | Consolidated finance/accounting oversight |
| Domo | Director, Revenue & Financial Reporting | Oct 2019 – Feb 2021 | Revenue recognition and SEC reporting leadership |
| Domo | Director, Financial Reporting | Mar 2018 – Oct 2019 | Financial reporting leadership |
| Domo | Manager, Financial Reporting | Nov 2015 – Mar 2018 | Built internal reporting capabilities |
| Ernst & Young | Assurance Manager | 2010 – 2015 | Audited public companies across industries |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Ernst & Young | Assurance Manager | 2010 – 2015 | External audit experience for public companies |
No public company directorships or other external board roles for Crane are disclosed .
Fixed Compensation
| Component | FY2025 Detail | Notes |
|---|---|---|
| Base salary (start of FY25) | $300,000 | Effective at FY25 start; increased to $315,000 in Aug 2024 |
| Base salary (upon CFO appointment) | $400,000 | Effective Nov 1, 2024 |
| Target bonus (effective Nov 1, 2024) | 63% of base ($250,000) | Set with CFO promotion; prorated for FY25 |
| FY2025 actual bonus (paid in RSUs) | $81,000; 9,806 RSUs | Company plan paid 72% of target; Crane’s prorated actual was 25% of his prorated target due to timing |
| All other comp (FY2025) | $16,218 | Includes $15,133 401(k) match; $300 life insurance; $785 nominal tax gross‑ups for meals |
Performance Compensation
Annual Incentive Plan (FY2025)
| Metric | Weight | Threshold | Target | Maximum | FY2025 Actual | Payout Outcome |
|---|---|---|---|---|---|---|
| ARR ($M) | 25% | 147.5 | 295.0 | 320.0 | 281.6 | Company-wide payout factor 72% of target; Crane’s prorated actual bonus $81,000 in RSUs |
| Billings ($M) | 50% | 205.0 | 310.0 | 335.0 | 310.2 | See above |
| Adjusted FCF ($M) | 25% | (1.0) | 4.0 | 10.0 | (12.9) | See above |
| Executive | Target Bonus % | FY2025 Actual Bonus % | FY2025 Actual Bonus ($) | RSUs Granted for Bonus |
|---|---|---|---|---|
| Tod Crane | 34% (prorated basis) | 25% | $81,000 | 9,806 |
Long-Term Equity (RSUs)
| Grant Date | Award Type | Shares | Grant Date Fair Value | Vesting |
|---|---|---|---|---|
| Mar 5, 2024 | RSU | 70,000 | $778,400 | 1/4 on Mar 20, 2026; then 1/16 quarterly for 36 months, subject to service |
| Jul 1, 2024 | RSU | 20,000 | $152,000 | Same schedule as above |
| Aug 27, 2024 | RSU (Initial CFO award) | 50,000 | ~$394,500 | 1/4 on first quarterly vest date on/after 1‑yr anniversary; then 1/16 quarterly, subject to service |
Company RSU vesting dates are Mar 20, Jun 20, Sep 20, Dec 20; quarterly cadence may influence supply from executive selling following vest windows .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership (May 1, 2025) | 55,859 shares/RSUs: 44,796 Class B shares + 11,063 RSUs vesting within 60 days; <1% of Class B outstanding |
| Unvested RSUs outstanding (1/31/2025) | 135,095 total across grants: 563 (6/20/2021), 782 (3/20/2022), 11,250 (3/20/2023), 52,500 (12/20/2023), 20,000 (6/20/2024), 50,000 (9/20/2024) |
| Options (exercisable/unexercisable) | None disclosed for Crane; options noted only for another NEO |
| Pledging/Hedging | Executive officers prohibited from hedging and pledging; no pledging waiver disclosed for Crane (waivers exist for J. James and D. Daniel) |
| Ownership guidelines | Director ownership guidelines exist (5x cash retainer within 4 years); no executive ownership guideline disclosed |
Employment Terms
- Employment status: At‑will; standard indemnification agreement; confidentiality and invention assignment continue .
- Change‑in‑control/severance: The company states it expects to enter change‑in‑control and severance agreements with Joshua James and Tod Crane in fiscal 2026; terms to be similar to disclosed templates (e.g., outside CIC: 12 months base salary + up to 12 months COBRA; within CIC period: 12 months base salary + 100% target bonus + up to 12 months COBRA + 100% equity vesting), subject to release; no excise tax gross‑ups (best‑net cutback applies) .
- Clawback: Adopted Nov 28, 2023, applies to executive officers and incentive‑based compensation in case of accounting restatement; recovery without regard to fault .
- Insider trading: 10b5‑1 plans permitted in open windows; hedging, short sales, and pledging prohibited for executives .
- Related party transactions: None for Crane requiring Item 404(a) disclosure .
Performance & Operating Context
| Metric | Q3 FY2025 | Q4 FY2025 | Q1 FY2026 | Q2 FY2026 |
|---|---|---|---|---|
| Revenue ($) | $79,764,000 | $78,770,000 | $80,111,000 | $79,718,000 |
| EBITDA ($) | $(10,640,000)* | $(11,960,000)* | $(13,973,000)* | $(6,546,000)* |
*Values retrieved from S&P Global.
Additional FY2025 reference points: Company reported revenue $317.0M (−1% YoY), billings $310.2M (−3%), adjusted FCF $(12.9)M, and non‑GAAP operating margin 0% .
Compensation Structure Observations
- Cash vs equity mix: Crane’s FY2025 total comp ($1.72M) tilted to equity (RSUs $1.32M), with modest cash (salary $328,750; bonus $54,000 recognized in table aligns with plan; bonus settled via RSUs operationally) .
- Shift to RSUs: Long‑term incentives are time‑based RSUs (no options or PSUs disclosed), lowering risk versus options and emphasizing retention via quarterly vesting .
- Performance rigor: FY2025 plan metrics focused on ARR (25%), Billings (50%), Adjusted FCF (25%); mixed results produced a 72% company payout, with Crane’s proration reducing his individual outcome to 25% of prorated target .
- Governance safeguards: No CIC excise gross‑ups; anti‑hedging/pledging; restatement‑based clawback; say‑on‑pay support 95.9% in 2024 .
Compensation Peer Group (FY2025)
Accolade; Amplitude; Consensus Cloud Solutions; Crunchbase; CS Disco; Everbridge; Expensify; Fastly; Health Catalyst; Kaltura; Model N; OneSpan; PagerDuty; Phreesia; Rapid7; Semrush Holdings; Weave Communications; Yext; Zuora .
Say‑on‑Pay & Shareholder Feedback
- 2024 say‑on‑pay approval: ~95.9% support; committee retained program structure given investor backing .
- 2025 say‑on‑pay: submitted for advisory vote at the 2025 annual meeting .
Investment Implications
- Alignment: High equity weight (RSUs) and bonus paid in RSUs support alignment and cash preservation; anti‑hedging/pledging and clawback reduce governance risk .
- Retention and supply overhang: Multiple RSU grants (140k shares in FY2025) with quarterly vesting (company vest dates Mar/Jun/Sep/Dec) create regular liquidity windows that could add episodic selling pressure; no pledging disclosed for Crane .
- Pay-for-performance: FY2025 metrics (ARR, Billings, Adjusted FCF) and sub‑target outcomes yielded below‑target payouts for Crane on a prorated basis, indicating sensitivity to operating results .
- CIC terms pending: Company expects to execute CIC/severance agreements with Crane in FY2026; until finalized, separation economics are not contractually locked, representing a modest retention/documentation gap vs peers .
- Operating backdrop: Revenues have remained roughly flat over the last four reported quarters while EBITDA remains negative; sustaining improvements in billings and cash flow will be key to future incentive realization and equity value accretion .