Goran Skoko
Executive Vice President, Chief Revenue Officer at FDS
Executive
About Goran Skoko
Goran Skoko, age 64, is Executive Vice President, Chief Revenue Officer and Managing Director EMEA & Asia Pacific at FactSet (appointed effective September 1, 2024). He joined FactSet in 2004 after 16 years at Thomson Financial and holds a B.S. in Physics and Computer Science from Fordham University . His 2025 annual incentive was tied primarily to corporate ASV growth and adjusted operating margin; he achieved 150% on ASV and 100% on margin, and the Compensation & Talent Committee applied a one-time 1.1x multiplier recognizing “record ASV” in Q4 FY2025 leadership, resulting in 114% of target payout .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| FactSet | EVP, Chief Revenue Officer; Managing Director EMEA & APAC | 2024–present | Leads global sales, client solutions, marketing and media to drive revenue growth . |
| FactSet | EVP, Managing Director EMEA & APAC; Head of Dealmakers & Wealth | n/d | Directed product/content for EMEA/APAC clients; focused on increased deployment and community in Dealmakers & Wealth . |
| FactSet | EVP, Managing Director EMEA & APAC; Head of Research & Advisory Solutions | n/d | Led strategy and execution for Research & Advisory in EMEA/APAC . |
| FactSet | EVP, Managing Director EMEA & APAC; Head of Wealth Solutions | n/d | Led Wealth Solutions in EMEA/APAC . |
| FactSet | Senior Product Developer and successive roles | 2004–present | Progressively broader leadership responsibilities across products and regions . |
| Thomson Financial | Engineering and Product Management roles | 16 years (pre-2004) | Various engineering and product management leadership prior to FactSet . |
External Roles
Company filings reviewed (2025 10-K executive officers; 2025 DEF 14A) do not list external public company directorships or outside roles for Mr. Skoko .
Fixed Compensation
| Year | Base Salary ($) | All Other Compensation ($) | Notes |
|---|---|---|---|
| 2025 | 586,960 | 48,274 | UK-based; includes company DC contributions ($39,057), tax equalization ($7,717), other ($1,500) . |
| 2024 | 543,132 | 177,903 | UK pay converted at stated FX; see proxy footnote . |
| 2023 | 423,077 | 1,244,078 |
Base salary rose 2.0% in FY2025 (to $586,960) aligned with his CRO appointment and market levels . His FY2025 annual incentive opportunity was increased from 110% to 120% of base salary with the CRO promotion .
Performance Compensation
Annual Incentive Plan (AIP) Structure and Outcomes (FY2025)
- Weighting: 80% corporate; 20% individual goals. Corporate split: ASV Growth 66.7%; Adjusted Operating Margin 33.3% .
| Metric | Weight | Target | Actual | Payout vs Target |
|---|---|---|---|---|
| Annual Subscription Value (ASV) Growth | 66.7% | $131.2M | $130.6M | 150% |
| Adjusted Operating Margin | 33.3% | 36.1% | 36.3% | 100% |
| Individual Goals (select elements vary by NEO) | 20% | Ratings-based | Not itemized |
| AIP Mechanics (FY2025) | Value |
|---|---|
| Target opportunity (% of salary) | 120% |
| Total annual incentive opportunity ($) | $704,352 |
| Committee multiplier for transition/leadership | 1.1x applied to target opportunity |
| Total AIP awarded (% of target) | 114% |
| Total AIP paid ($) | $800,072 |
Mr. Skoko’s FY2025 leadership included delivering a “record ASV” in Q4 FY2025; the Committee applied a one-time 1.1x multiplier reflecting his transition to CRO .
Long-Term Incentives (Equity)
- FY2025 equity mix: 50% PSUs (3-year performance: Adjusted Cumulative Revenues 50%, Adjusted Cumulative Operating Earnings 50%), 50% stock options (20% annual vesting over 5 years) .
- FY2023 PSU vesting (Performance Period 2022–2024): Vesting at 127.5% of target; Mr. Skoko received 1,129 shares on Nov 1, 2024 .
| Plan/Grant | Metric(s) | Weight | Performance Curve | Vesting | Skoko Grant/Outcome |
|---|---|---|---|---|---|
| FY2023 PSUs (2022–2024) | Adj. Cum. Revenues; Adj. Cum. Op. Earnings | 50%/50% | 50%/100%/150% of target; achieved 127.5% total | Vested 11/1/2024 | 1,129 shares delivered |
| FY2025 PSUs (2024–2027) | Adj. Cum. Revenues; Adj. Cum. Op. Earnings | 50%/50% | 50%/100%/150%/200% (max requires rev>106% target and op earnings at “goal”) | Vests 11/1/2027 (subject to performance) | Target 1,458 PSUs (max 2,916) granted 11/1/2024 |
| FY2025 Options (11/1/2024) | n/a | n/a | n/a | 20% annually over 5 yrs | 4,884 options @ $458.80 strike |
Multi-Year Compensation Summary (NEO SCT)
| Year | Salary ($) | Stock Awards ($) | Option Awards ($) | Non-Equity Incentive ($) | All Other Comp ($) | Total ($) |
|---|---|---|---|---|---|---|
| 2025 | 586,960 | 650,224 | 650,060 | 800,072 | 48,274 | 2,735,591 |
| 2024 | 543,132 | 575,374 | 575,086 | 530,757 | 177,903 | 2,402,252 |
| 2023 | 423,077 | 500,033 | 500,093 | 374,238 | 1,244,078 | 3,041,519 |
Equity Ownership & Alignment
- Beneficial ownership: 31,364 shares; <1% of outstanding common stock (37,509,725 shares outstanding as of Oct 1, 2025) .
- Ownership guidelines: Other CEO direct reports (like CRO) must hold 2× base salary in stock; all NEOs were in compliance or on pace as of Feb 1, 2025 .
- Hedging/pledging: Executives are prohibited from hedging and from holding stock in margin accounts or pledging as collateral .
- 2025 stock vested/exercised: 1,129 shares vested from PSUs; no option exercises reported for Mr. Skoko in FY2025 .
Outstanding Equity (as of Aug 31, 2025)
| Grant Date | Options Exercisable (#) | Options Unexercisable (#) | Exercise Price ($) | Expiration | PSUs/RSUs Unvested (#) | Market Value of Unvested ($) |
|---|---|---|---|---|---|---|
| 11/1/2018 | 8,807 | — | 221.88 | 11/1/2028 | — | — |
| 11/1/2019 | 4,985 | — | 255.87 | 11/1/2029 | — | — |
| 11/9/2020 | 3,576 | 898 | 316.71 | 11/9/2030 | — | — |
| 11/1/2021 | 2,196 | 1,467 | 434.82 | 11/1/2031 | — | — |
| 11/1/2022 | 1,592 | 2,389 | 426.25 | 11/1/2032 | 612 (PSUs, earned) | 228,472 |
| 11/1/2023 | 867 | 3,470 | 436.57 | 11/1/2033 | 2,710 (PSUs, at max) | 1,145,896 |
| 11/1/2024 | — | 4,884 | 458.80 | 11/1/2034 | 2,916 (PSUs, at max) | 1,088,601 |
Vesting terms: Options vest 20% on each anniversary over 5 years; FY2025 PSUs measure performance over 9/1/2024–8/31/2027 and vest 11/1/2027; PSUs carry 50/100/150/200% outcomes with maximum contingent thresholds; RSU vesting schedules (where applicable) are 1/3 and 2/3 on first and second anniversaries or 50%/50% over two years, as specified in the proxy .
Employment Terms
| Provision | Details |
|---|---|
| Severance (without cause) | $1,995,663 cash; equity treatment valued at $837,545; $25,000 outplacement; no continued health benefits (UK policy) . |
| Change-in-Control (termination after CoC) | $2,641,319 cash; equity treatment $1,187,595; $25,000 outplacement . |
| Retirement/Death/Disability equity treatment | Retirement and Death/Disability equity treatment values disclosed; UK health benefits not applicable . |
| Change-in-Control vesting structure | Company maintains double-trigger CoC vesting provisions . |
| Clawback | Policy covers short- and long-term incentives; allows recoupment including time-based equity for misconduct . |
| Insider trading/hedging/pledging | Prohibits hedging, options/derivatives, securities lending, pledging, and margin accounts; blackout periods apply . |
| Stock option grant policy | Grants not timed around MNPI; blackout around filings; strike price equals market on grant date . |
Compensation Structure Analysis
- Increased at-risk pay in FY2025 aligned with expanded CRO scope: AIP opportunity raised to 120% of salary from 110%; salary increased 2.0% to market .
- Strong linkage to revenue growth and profitability: AIP based 66.7% on ASV growth and 33.3% on adjusted operating margin; PSUs use 3-year adjusted cumulative revenues and operating earnings, emphasizing sustained profitable growth .
- Committee discretion used for transition/retention: One-time 1.1x multiplier acknowledging record ASV in Q4 FY2025 and leadership in a new role—a positive retention signal but introduces discretionary element .
- No hedging/pledging, robust clawback, double-trigger CoC: Governance features mitigate misalignment risks and windfall optics .
Say-on-Pay & Compensation Peer Group
- Say-on-Pay: 94.6% approval at 2024 Annual Meeting, continuing >94% support since 2014 .
- Compensation peer group: Includes Gartner, Equifax, TransUnion, Verisk, MSCI, CoStar, Morningstar, Tradeweb, Fair Isaac, Guidewire, MarketAxess, Donnelley Financial Solutions; reference peer group for practices also cited (e.g., S&P Global, Moody’s) .
Performance & Track Record
- FY2025 highlights: Delivered “record ASV” in Q4 as CRO, underpinning the Committee’s one-time multiplier and recognition of sales leadership .
- FY2022–2024 PSU cycle: Company performance certified at 127.5% of target; Mr. Skoko received 1,129 shares, evidencing multi-year pay-for-performance alignment .
Investment Implications
- Incentive alignment: AIP and PSUs focus on ASV growth and profitability over multi-year horizons; 2025 outcomes (150% ASV, 100% margin; 127.5% PSU vesting for prior cycle) support pay-for-performance alignment .
- Supply overhang/insider selling pressure: Material unvested PSUs (through 2027) and unexercised options with multi-year vesting could create periodic liquidity events as tranches vest and become sale-eligible, though hedging/pledging prohibitions and ownership guidelines temper misalignment risk .
- Retention risk: Elevated CRO responsibility and multi-year equity (options and PSUs) plus meaningful severance and double-trigger CoC protections reduce near-term retention risk; discretionary AIP multiplier indicates strong internal sponsorship during transition .
- Governance: Strong shareholder support for compensation (94.6%) and robust policies (clawback; anti-hedge/pledge; double-trigger CoC) lower governance-related red flags .