Anand Gandhi
EventbriteAbout Anand Gandhi
Anand Gandhi, age 48, has been Eventbrite’s Chief Financial Officer since November 2024. He previously served as CFO of Viator (a Tripadvisor subsidiary) from May 2022 to November 2024 and CFO of Skillshare from December 2019 to May 2022; earlier roles include divisional CFO at Time Inc., strategy/corporate development at Viacom, Disney and Fox, and investment banking at Morgan Stanley; he holds a BA in Economics from Columbia University . Eventbrite’s FY 2024 revenue was $325.1M vs. $326.1M in FY 2023, while EBITDA was -$21.6M in FY 2024 vs. -$15.0M in FY 2023 (context for pay-for-performance) [Revenues: FY2023–FY2024 values; citations below] [GetFinancials: Revenues; EBITDA with S&P disclaimer].
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Revenue ($, USD) | 326,134,000 [FY 2023] | 325,068,000 [FY 2024] |
| EBITDA ($, USD) | -14,956,000* | -21,561,000* |
Values retrieved from S&P Global.
- = Values retrieved from S&P Global
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Viator (Tripadvisor subsidiary) | Chief Financial Officer | May 2022 – Nov 2024 | Finance leadership for a leading travel experiences marketplace |
| Skillshare | Chief Financial Officer | Dec 2019 – May 2022 | Finance leadership for an online learning marketplace |
| Time Inc. | Divisional CFO | n/d | Divisional finance leadership |
| Viacom; The Walt Disney Company; Fox Entertainment Group | Strategy & corporate development roles | n/d | Strategy and corp dev responsibilities |
| Morgan Stanley | Investment Banking | n/d | Capital markets and advisory experience |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| New_Public (non-profit R&D lab) | Board Member | Since Oct 2024 | Reimagining social media |
Fixed Compensation
| Component | Detail | Source/Notes |
|---|---|---|
| Annual base salary | $460,000 (offer letter dated Nov 5, 2024) | CFO since Nov 19, 2024 |
| 2024 salary earned | $55,583 (partial year) | Not eligible for 2024 bonus due to start date |
| Target annual bonus | 70% of earned base salary for 2025 | Not eligible for 2024 AIP |
| Sign-on cash bonus | $300,000; paid 50% after 3 months and 50% after 6 months; both subject to continued employment through 1-year anniversary | Retention-conditioned |
| Perquisites | No executive-only perqs; only broad-based benefits (e.g., $720 wellness) | No tax gross-ups for perqs |
Performance Compensation
Annual Incentive Plan (AIP) Framework and 2024 Results
Gandhi was ineligible for the 2024 AIP. The 2024 plan for eligible NEOs used three company metrics with zero payout due to below-threshold results .
| Metric | Weight | Threshold | Target | Maximum | 2024 Result | Payout |
|---|---|---|---|---|---|---|
| Paid Ticket Volume | 30% | 95.3M | 102.7M | 106.7M | 83.2M | 0% |
| Net Revenue | 30% | $342.4M | $375.0M | $404.2M | $325.1M | 0% |
| Adjusted EBITDA Margin | 40% | 12% | 15% | 17.4% | 11.2% | 0% |
| Overall AIP Payout | — | — | — | — | — | 0% |
2025 target bonus opportunity for Gandhi is 70% of base salary .
Long-Term Equity (New Hire LTI granted Nov 19, 2024)
| Award Type | Grant Date | Grant Size (Target) | Shares/Units | Vesting | Performance Conditions | Grant Date FV ($) |
|---|---|---|---|---|---|---|
| RSUs | 11/19/2024 | $4,000,000 | 1,384,083 | 25% on 11/19/2025; remainder vests in equal quarterly installments over next 3 years, subject to service | Service-based | 4,885,813 |
| PSUs (2024–2026 program; Gandhi on 2025–2026) | 11/19/2024 | $1,000,000 | Target 346,020; Threshold 173,010; Max 692,040 | Cliff vesting on 12/31/2026, subject to service | Company revenue targets (see below); Gandhi’s PSUs based on FY 2025–2026 performance | 1,221,451 |
PSU performance grid applicable to the 2024–2026 program (Gandhi’s award measured on 2025–2026 components):
- 2025 and 2026 YoY revenue growth targets: Threshold 10%, Target 20%, Maximum 30% .
- Earned PSUs are target multiplied by the average “achievement factor” across the applicable years; up to 200% of target can be earned .
| Year/Metric | Threshold | Target | Maximum |
|---|---|---|---|
| FY 2025 YoY Revenue Growth | 10% | 20% | ≥30% |
| FY 2026 YoY Revenue Growth | 10% | 20% | ≥30% |
Change-in-control treatment for PSUs: upon a sale event, the achievement factor for the year of sale is the greater of actual-to-date or 1.0; subsequent years’ factors are 1.0; acceleration occurs if awards are not assumed or upon a qualifying termination after sale; pro-rata vesting upon death/disability as specified .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Outstanding equity at 12/31/2024 | RSUs unvested: 1,384,083 ($4,650,519); PSUs unearned (target): 173,010 ($581,314) |
| Beneficial ownership (as of 4/1/2025) | Gandhi is not individually listed in the beneficial ownership table; the table methodology includes only options exercisable and RSUs vesting within 60 days (his first RSU tranche vests 11/19/2025), indicating no individually reported beneficial ownership as of that date |
| Stock ownership guidelines (executives) | CFOs must hold 3x base salary; compliance due by the later of Jan 1, 2027 or 5 years from becoming an executive officer; until met, must retain 50% of net shares from equity settlements |
| Hedging/pledging | Prohibited by policy; no hedging or pledging of company stock allowed |
| Clawback policy | Dodd-Frank compliant: recovery of erroneously awarded incentive-based compensation for restatements on/after Oct 2, 2023, covering the prior 3 years |
Employment Terms
| Term | Detail |
|---|---|
| Start date | November 19, 2024 (offer letter dated November 5, 2024) |
| Severance (outside CIC) | Lump sum cash equal to 6 months base salary and up to 6 months healthcare contributions; Gandhi-specific: if involuntary separation without cause during first employment year, 25% RSU tranche (first anniversary) vests |
| Severance (during CIC period; double trigger) | Lump sum cash equal to 12 months base salary; up to 12 months healthcare; full acceleration of all unvested equity upon qualifying termination within CIC period; the company states no single-trigger arrangements |
| Potential payments (illustrative, as of 12/31/2024) | Termination without cause outside CIC: $230,000 cash; $8,108 healthcare; $1,162,631 value of unvested RSUs; total $1,400,739 . Termination without cause or for good reason during CIC: $460,000 cash; $16,216 healthcare; $4,650,519 RSUs; total $5,126,735 . |
Investment Implications
- High equity alignment with near-term vesting catalyst: 25% of RSUs vest on 11/19/2025 with quarterly vesting thereafter through 2028, creating potential supply around vest dates; PSUs introduce performance linkage to 2025–2026 revenue growth .
- Pay-for-performance discipline: 2024 AIP paid 0% due to below-threshold outcomes on ticket volume, revenue, and adjusted EBITDA margin, aligning cash bonuses with execution; Gandhi was ineligible for 2024 but has a 70% bonus target for 2025 tied to company metrics .
- Retention framework with protection and constraints: Meaningful unvested equity plus severance/CIC protections support retention, while strict no-hedge/no-pledge policies and stock ownership guidelines (3x salary for CFO) reinforce long-term alignment; clawback policy adds downside governance for investors .
- Company performance baseline: Flat YoY revenue and negative EBITDA in 2024 underscore execution requirements for PSU realization and future cash bonus outcomes; equity-heavy mix (80% RSUs/20% PSUs new-hire) lowers downside versus options but still ties value to share price and revenue growth delivery [GetFinancials: Revenues; EBITDA with S&P disclaimer].
Sources
- Eventbrite, Inc. DEF 14A (filed 2025-04-24):
- Financials: Revenues and EBITDA figures via S&P Global: FY 2023–2024 revenues cited ; EBITDA values marked with asterisk and S&P disclaimer.