Simon Mundy
About Simon Mundy
Simon Mundy, age 41, is GitLab’s Chief Accounting Officer and principal accounting officer effective September 20, 2025; he previously served as Vice President, Corporate Controller since March 2023 . His background includes senior accounting leadership at Salesforce (post‑acquisition of Slack), Assistant Controller at Slack, earlier accounting roles at DocuSign, and public accounting at PwC; he holds a B.A. (Hons) from the University of Manchester, is a Chartered Accountant (ICAS), and has an inactive California CPA license . For context on performance during the most recently reported fiscal year prior to his appointment, GitLab delivered FY2025 revenue of $759.2 million (+31% YoY) and improved non‑GAAP operating margin to 10% from (0.2)% in FY2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| GitLab Inc. | VP, Corporate Controller | Mar 2023 – Sep 2025 | Led corporate accounting; promoted to CAO amid leadership transition |
| Salesforce, Inc. | Senior Director, Accounting | Jul 2021 – Feb 2023 | Post‑acquisition accounting leadership following Salesforce’s acquisition of Slack |
| Slack Technologies, Inc. | Assistant Controller | Oct 2018 – Jul 2021 | Scaling public‑company accounting prior to and through acquisition |
| DocuSign, Inc. | Accounting leadership roles | Mar 2016 – Oct 2018 | Various accounting leadership positions at a high‑growth SaaS firm |
| PricewaterhouseCoopers | Public accounting | Prior to 2016 | Foundational audit/accounting experience |
External Roles
- No public company board seats or committee roles disclosed in filings reviewed; we searched SEC 8‑K/DEF 14A and did not find any external directorships for Mr. Mundy .
Fixed Compensation
| Component | Amount | Notes |
|---|---|---|
| Base Salary | $370,000 | Effective 9/20/2025 with CAO appointment |
| Target Bonus % | 40% of base salary | Under Company’s Bonus Plan |
| Actual Bonus Paid | Not disclosed | Appointed during FY2026; no payout disclosed to date |
Performance Compensation
| Equity Award | Grant Date | Target Value | Instruments | Vesting | Notes |
|---|---|---|---|---|---|
| RSUs (Mundy RSUs) | Effective 9/20/2025 | $700,000 | RSUs in Class A common | Quarterly over 4 years | Standard award under 2021 Equity Incentive Plan; subject to continued employment |
| Company Annual Cash Bonus Metrics (FY2025) | Weighting | Threshold | Target | Maximum |
|---|---|---|---|---|
| Net ARR | 70% | Below threshold: 0% payout | 100% payout at target | 200% payout at max |
| Non‑GAAP Operating Income (NGOI) | 30% | 2% NGOI → 50% payout | 7% NGOI → 100% payout | >15% NGOI → 200% payout |
Note: FY2026 cash incentive metric details for Mr. Mundy were not disclosed; FY2025 company plan is shown for design context .
Equity Ownership & Alignment
| Category | Detail |
|---|---|
| Beneficial Ownership (Class A) | 42,836 RSUs (includes vested and unvested; each RSU converts to one share upon vesting) |
| Options | None disclosed for Mr. Mundy |
| Vested vs Unvested Breakdown | Not itemized; Form 3 notes mix of vested/unvested RSUs that will continue to vest for up to 4 years |
| Hedging/Pledging | Company policy prohibits hedging and prohibits pledging of GitLab securities unless approved by the Chief Legal Officer |
| Ownership Guidelines | Not disclosed for Mr. Mundy; no guideline status provided in filings reviewed |
Insider selling: Our search did not return any Form 4 transactions for Mr. Mundy to date; we queried SEC Form 4 filings and found none in company documents.
Employment Terms
| Term | Details |
|---|---|
| Role & Effective Date | Appointed Chief Accounting Officer and principal accounting officer effective September 20, 2025 |
| Indemnification | Enters standard officer indemnification agreement (Form attached to S‑1 as Exhibit 10.1) |
| Benefits | Eligible for Company‑sponsored benefits per plan terms |
| Severance & Change‑of‑Control (Company policy for executive officers) | If terminated without cause or resigns for good reason outside CoC window: base salary and benefits continuation (generally 6 months for executive officers); in connection with CoC: base salary and benefits continuation (generally 12 months), plus immediate vesting of 100% of outstanding equity awards; all subject to executed release |
| Clawback | Compensation Recovery Policy adopted Nov 2023; recoupment of incentive‑based compensation upon restatement, regardless of fault, per Dodd‑Frank/Nasdaq standards |
| Tax Gross‑Ups | Company does not provide tax gross‑ups related to change‑in‑control |
| Anti‑Hedging/Anti‑Pledging | Hedging prohibited; pledging prohibited unless approved by CLO |
Investment Implications
- Alignment: Compensation mix emphasizes equity RSUs with four‑year quarterly vesting, aligning Mr. Mundy’s incentives with long‑term stock performance and creating a regular cadence of newly vested shares that could be used for diversification or liquidity planning .
- Governance protections: Anti‑hedging/anti‑pledging policies and a formal clawback policy reduce misalignment and misconduct risk; CoC terms include full acceleration of equity, which can be value‑impacting in M&A scenarios .
- Transition context: Promotion to CAO occurred alongside CFO transition disclosed in Q2 FY2026, suggesting reliance on internal finance bench strength; monitoring disclosure cadence and internal controls quality under his tenure is prudent .
- Trading signals: No Form 4 transactions found for Mr. Mundy to date; watch for any 10b5‑1 plan disclosures and RSU vesting‑related filings as the four‑year schedule progresses .