Grant Farhall
About Grant Farhall
Grant Farhall is Senior Vice President and Chief Product Officer at Getty Images (GETY), serving in this role since 2020; he is 49 years old as of July 2025 . His remit spans overall product strategy and vision, including websites, user experiences, customer research, and the company’s Generative AI strategy . Prior roles include Vice President of Ecommerce (2019–2020) and General Manager of iStock (2017–2019); earlier, he worked in broadcast journalism and managed several design and web development agencies . Company performance over his tenure (FY 2021–FY 2024) shows stable revenues near ~$0.9B and EBITDA near ~$0.26–$0.30B (table below). TSR and Farhall-specific bonus outcomes are not disclosed in proxy filings due to GETY’s “smaller reporting company” status .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Getty Images (iStock) | General Manager | 2017–2019 | Led iStock operations; drove product and growth initiatives |
| Getty Images | Vice President, Ecommerce | 2019–2020 | Oversaw ecommerce platform, websites, UX and SEO strategy |
| Getty Images | SVP, Chief Product Officer | 2020–Present | Owns product strategy and vision; leads Generative AI strategy |
| Broadcast journalism | Journalist/Manager | Not disclosed | Content and media experience foundation |
| Design/Web agencies | Manager | Not disclosed | Ran multiple agencies; product/design leadership experience |
External Roles
No public company directorships or external board roles are disclosed for Farhall in GETY’s filings .
Fixed Compensation
GETY is an emerging growth and smaller reporting company; it discloses compensation only for Named Executive Officers (NEOs: CEO, CTO, CMO). Farhall is not a NEO; his base salary, target bonus %, and actual bonus paid are not disclosed .
- Annual Cash Bonus Plan framework: Target bonus defined as % of base salary; 2024 company performance measure was revenue; individual performance assessed against role objectives and leadership principles; payouts depend on meeting company performance measure (Farhall-specific outcomes not disclosed) .
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout | Vesting/Structure |
|---|---|---|---|---|---|---|
| Annual Cash Bonus (Non-Sales Bonus Plan) | Revenue (company) + Individual performance | Not disclosed | Not disclosed | Not disclosed (Farhall) | Not disclosed | Annual cash bonus contingent on company performance; individual assessment by CEO/Board |
| Equity PSUs (company program) | Metrics selected annually within 3-year performance period | Not disclosed | Tranches approved annually | Not disclosed | Not disclosed | PSUs granted with three-year period; each annual tranche approved for the year’s metrics |
| Equity RSUs (company program) | Time-based | Not disclosed | Not disclosed | Not disclosed | Not disclosed | RSUs are part of long-term incentives under the 2022 Equity Incentive Plan; specific Farhall grants not disclosed |
Notes:
- In 2023–2024 the Compensation Committee granted RSUs and PSUs to NEOs; broader executive grants may exist but Farhall-specific grant counts, fair values and vesting detail are not disclosed .
- Option awards to NEOs are disclosed; no Farhall-specific option grants are disclosed .
Equity Ownership & Alignment
- Beneficial ownership: Farhall is not listed individually in the Security Ownership table that covers directors and NEOs; therefore his total beneficial ownership, % of shares outstanding, and vested/unvested breakdown are not disclosed .
- Anti-hedging/anti-pledging: Directors and officers are prohibited from hedging (e.g., puts, calls, swaps) and from pledging/hypothecating company stock—reducing misalignment/pledging risk .
- Clawback: Incentive-based compensation recovery policy effective October 2, 2023, aligned with SEC/NYSE rules .
- Stock ownership guidelines: The Compensation Committee reviews and establishes stock ownership guidelines for executive officers and non-employee directors (compliance status for Farhall not disclosed) .
Employment Terms
- Farhall-specific employment agreement terms are not disclosed. GETY discloses employment agreements and severance/change-in-control provisions for NEOs only; those include 150% of base salary+target bonus (CEO at 200%), continued health benefits, and restrictive covenants (non-compete/non-solicit), subject to release conditions and definitions of “cause”/“good reason”—these NEO terms are not necessarily applicable to Farhall .
Performance & Track Record (Company context during Farhall’s product leadership)
| Metric | FY 2021 | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|---|
| Revenue ($USD) | $918,688,000* | $926,244,000 | $916,555,000 | $939,287,000 |
| EBITDA ($USD) | $303,819,000* | $294,877,000* | $262,480,000* | $263,589,000* |
Values marked with * retrieved from S&P Global.
Context:
- Product scope explicitly added Generative AI and natural-language services across platform during this period .
- Ongoing merger-of-equals process with Shutterstock announced Jan 6, 2025; DOJ Second Request extended HSR timeline; CMA review ongoing—potential organizational integration could affect product leadership structure and incentives .
Investment Implications
- Alignment positive: Anti-hedging/anti-pledging policies, plus an SEC/NYSE-compliant clawback, reduce misalignment and hedging risk for all officers, including Farhall .
- Transparency gap: As a non-NEO, Farhall’s precise pay mix, targets, and equity holdings are not disclosed—limiting pay-for-performance analysis and visibility into potential insider selling pressure or option overhang; Section 16 compliance is monitored, but no Farhall-specific Form 4 activity appears in company filings reviewed .
- Retention and execution: Long tenure and central remit over ecommerce, UX, and Generative AI suggest material influence on revenue durability and product differentiation; merger integration with Shutterstock could alter role scope, incentives, and retention risk depending on final governance/comp plans .
- Monitoring focus: Track proxy/8-K updates for any elevation to NEO status, grant disclosures, or changes to ownership guidelines; watch merger progress for compensation framework changes and any acceleration/retention packages that could affect selling pressure or alignment .
Citations: Biography/roles ; Compensation frameworks ; Ownership policies ; NEO employment terms ; Security ownership coverage ; Section 16 monitoring ; Merger context ; Company AI/product statements .