Manu Narayan
About Manu Narayan
Manu Narayan is GitLab’s Chief Information Officer, appointed September 2, 2025. He leads system and process transformation, overseeing internal AI strategy, enterprise technology, and data infrastructure; prior roles include VP of Business Technology at Confluent and internal technology leadership at BlackLine, Applied Minds, and CIM. He attended the University of California, Los Angeles . Company performance context during and around his appointment: FY2025 revenue was $759.2M (+31% YoY) with non-GAAP operating margin of 10% and Dollar-Based Net Retention of 123% , and Q2 FY2026 revenue was $236.0M (+29% YoY) with non-GAAP operating margin of 17% and DBNR 121% .
Company Performance (context for tenure)
| Metric | FY 2025 | Q2 FY 2026 |
|---|---|---|
| Revenue ($USD Millions) | $759.2 | $236.0 |
| YoY Revenue Growth | 31% | 29% |
| Non-GAAP Operating Margin | 10% | 17% |
| Dollar-Based Net Retention Rate | 123% | 121% |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Confluent | VP, Business Technology | — | Led consumption-based transformation and internal AI initiatives; scaled systems/process programs |
| BlackLine | Internal Technology Leadership | — | Led internal technology teams to improve scalability/efficiency |
| Applied Minds | Internal Technology Leadership | — | Drove systems programs focused on long-term efficiency |
| CIM | Internal Technology Leadership | — | Led enterprise technology programs |
External Roles
- None disclosed in company filings or press releases reviewed .
Fixed Compensation
- Not disclosed: No SEC filing provides Manu Narayan’s base salary, target bonus, or initial equity terms as of his September 2025 appointment; the Q2 FY26 8-K notes his appointment but contains no compensatory details . Company press release announces his role but no pay terms .
Performance Compensation
- Not disclosed for Narayan. GitLab’s FY2025 executive bonus framework weighted Net ARR at 70% and Non-GAAP Operating Income (NGOI) at 30%, with payouts from 50–200% versus targets; FY2025 payout was 98.61% of target. This was applied to NEOs; applicability to CIO was not disclosed .
Equity Ownership & Alignment
- Beneficial ownership, vested/unvested equity, options, and pledging status for Manu Narayan are not disclosed in the FY2025 proxy (which covers executives and directors as of January 31, 2025) .
- Anti-hedging and anti-pledging: Execs are prohibited from hedging GitLab stock; pledging requires approval by the Chief Legal Officer .
- Clawback: GitLab adopted a Compensation Recovery Policy in November 2023, requiring recovery of incentive-based compensation upon restatements, irrespective of fault; FY2025 analysis required no recovery .
Employment Terms
- Executive officer severance framework (applies to “executive officers, including NEOs”):
- Without cause / good reason outside change-in-control window: 6 months base salary + pro‑rated bonus through termination + 6 months benefits; CEOs receive 12 months .
- Without cause / good reason within 3 months before to 12 months after a corporate transaction: 12 months base salary + pro‑rated bonus through termination + bonus for severance period + 12 months benefits; CEOs receive 18 months. All outstanding equity becomes immediately vested/exercisable (100%) subject to release .
Executive Officer Severance Terms (general policy)
| Scenario | Salary Continuation | Bonus Treatment | Benefits Continuation | Equity Treatment |
|---|---|---|---|---|
| Outside Change-in-Control Window | 6 months (12 months for CEO) | Pro‑rated through termination | 6 months (12 months for CEO) | No acceleration disclosed outside CoC |
| Within CoC Window (−3m to +12m) | 12 months (18 months for CEO) | Pro‑rated + severance-period bonus | 12 months (18 months for CEO) | 100% acceleration |
Performance & Track Record
- GitLab results around appointment: Q2 FY2026 revenue $236.0M (+29% YoY), non-GAAP operating margin 17%, DBNR 121%, with continued customer expansion in large ARR cohorts .
- FY2025 business highlights: revenue $759.2M (+31% YoY), non-GAAP operating margin 10%, DBNR 123% .
- Role mandate: Lead internal AI strategy and enterprise technology/data infrastructure to scale efficiency—aligned with GitLab’s AI-native DevSecOps positioning .
Governance, Peer Group, and Say-on-Pay (company-level context)
- Compensation peer group: CLDC uses a set of cloud/software peers; reviewed annually and advised by independent consultant Compensia .
- Say-on-pay: 95.1% approval at 2024 annual meeting; FY2025 program maintained, with current Say-on-Pay proposed in 2025 proxy .
- Insider trading policy prohibits trading on MNPI; anti-hedging/anti-pledging policies are enforced .
Investment Implications
- Alignment and incentives: While Narayan’s individual compensation terms aren’t disclosed, GitLab’s executive framework emphasizes at‑risk pay, clawbacks, and strict anti-hedging/pledging—favorable for alignment and governance .
- Role-driven value creation: CIO remit to drive internal AI and systems/process transformation should support margin expansion and scalability, consistent with recent non‑GAAP margin gains and ARR cohort growth .
- Retention/CoC economics: Standard executive severance with equity acceleration upon CoC suggests manageable retention risk and potentially higher near‑term selling pressure only if large time‑vested grants are later disclosed; currently no Narayan‑specific grants or 10b5‑1 plans disclosed .
- Monitoring: Watch for a subsequent 8‑K under Item 5.02 disclosing CIO compensatory arrangements, Form 4 filings indicating equity vesting/sales patterns, and operational KPIs tied to internal AI adoption impacting efficiency metrics .