Lisa Gorman

About Lisa Gorman

Lisa Gorman, age 47, was appointed General Counsel of Eventbrite effective May 2, 2025, after serving as Deputy General Counsel since November 2021 and holding prior legal roles at Eventbrite since 2017; she holds a B.A. from the University of Michigan and a J.D. from the University of California College of the Law . Her elevation coincides with Eventbrite’s recent compensation governance stability (95% Say‑on‑Pay approval in 2024) and a business reset year in 2024, where net revenue was $325.1M and the company recorded an adjusted EBITDA margin of 11.2% under its annual incentive plan metrics, while reporting a GAAP net loss of $15.5M . Company policy prohibits hedging and pledging by employees and directors, and executive stock ownership guidelines require defined multiples of salary by role, aligning senior legal leadership with shareholder interests .

Past Roles

External Roles

• No external directorships or committee roles disclosed for Gorman in the 2025 proxy or related 8‑Ks .

Fixed Compensation

• Not disclosed for Lisa Gorman; her appointment 8‑K contains no compensatory arrangement details and she is not a 2024 named executive officer (NEO) .

Performance Compensation

• Not disclosed for Lisa Gorman. Eventbrite’s executive program uses RSUs and PSUs with revenue and stock‑price performance conditions; 2024 PSU targets were tied to net revenue and YoY growth over 2024–2026, but award details for Gorman are not provided .

Equity Ownership & Alignment

• Hedging/pledging: Company policy prohibits employees, officers, and directors from hedging or pledging Eventbrite securities, reducing misalignment and collateral‑driven selling risk .
• Stock ownership guidelines: Executives must meet role‑based ownership minimums by the later of Jan 1, 2027 or five years from becoming an executive; CEO 5x salary (or $2M), CFO/COO 3x, and CPO/GC 1x base salary, with a 50% post‑vesting retention requirement until compliant .
• Beneficial ownership: Gorman is not listed in the 2025 beneficial ownership table; no individual holdings disclosed for her as of April 1, 2025 .

Employment Terms

• Appointment: Effective May 2, 2025 as General Counsel, following the resignation of prior GC Julia Taylor .
• Insider trading, clawback, and ownership alignment:
  • Insider trading policy governs purchases/sales; prohibits hedging/pledging .
  • Clawback policy adopted under NYSE Rule 10D‑1 requires recovery of erroneously received incentive‑based compensation over the three years preceding a restatement (applies to current/former executive officers) .
  • Executive stock ownership requirements and retention rules as noted above .
• Severance/change‑of‑control framework: In 2024, NEOs had Executive Severance and Change‑in‑Control Agreements featuring double‑trigger equity acceleration and 12 months’ salary/benefits in a CoC termination, and 6 months’ salary/benefits outside CoC; no 4999 excise tax gross‑ups. Gorman’s specific agreement is not disclosed .

Performance & Track Record

• Leadership continuity: Internal promotion from Deputy GC to GC leverages eight years of company‑specific legal experience, including employment and litigation expertise across multiple cycles .
• Company performance context: 2024 net revenue $325.1M and GAAP net loss $15.5M; adjusted EBITDA margin under the AIP was 11.2% (below threshold for payout), and 2022 revenue PSUs were forfeited for failing to reach threshold—emphasizing disciplined pay‑for‑performance culture .
• Ongoing trajectory: In Q3 2025, net revenue was $71.7M, net income $6.4M, and adjusted EBITDA margin ~11.7%, reflecting operating expense discipline and convertible note actions, providing near‑term stability for governance/compensation planning under the new GC .

Compensation Governance & Say‑on‑Pay

• 2024 Say‑on‑Pay approval ~95%, with best‑practice guardrails (no hedging/pledging; no single‑trigger CoC; no excise tax gross‑ups; multi‑year vesting; annual risk assessments) .
• Independent compensation consultant (Meridian) and peer group alignment for market benchmarking (online marketplaces and tech peers) .

Investment Implications

• Alignment and retention: Prohibitions on hedging/pledging and role‑based ownership requirements signal strong alignment and reduce forced‑sale risk for senior officers including the GC; look for Form 4 filings post‑appointment to monitor initial equity grants and vesting cadence .
• Pay‑for‑performance discipline: Zero AIP payouts in 2024 and forfeiture of 2022 revenue PSUs underscore rigorous performance linkage, which, combined with clawback adoption, lowers governance risk; any future GC awards likely mirror PSU structures tied to revenue/growth, creating potential long‑dated alignment .
• Transition risk: Legal leadership transition appears orderly (internal promotion), reducing execution risk; monitor future disclosures (proxy/8‑K) for Gorman’s employment agreement, severance/CIC terms, and stock ownership progress toward guideline compliance .