Venkat Krishnamoorthy
About Venkat Krishnamoorthy
Venkat Krishnamoorthy served as Hamilton Insurance Group’s Group Chief Technology Officer (CTO) and Group Chief Data Officer, joining in 2019 and retiring on August 30, 2025; he is 55 and holds a B.S. (Government College of Engineering) and an M.S. in Computer Science (NJIT) . During his tenure, Hamilton delivered strong 2024 performance with net income of $400.4m, ROE of 18.3%, GPW of $2.423b, and a 91.3% combined ratio, and continued momentum into 9M’25 (GPW $2.3b, underwriting income $73m, 95.2% combined) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Hamilton Insurance Group | Group CTO & Group CDO | 2019–Aug 30, 2025 | Led enterprise technology/data; board director at ACORD for industry standards |
| Coleman Research | Chief Technology Officer | Feb 2015–Jul 2019 | Drove digital transformation and new SaaS product development |
| McGraw‑Hill Higher Education | VP, Digital Technology | Nov 2012–Feb 2015 | Advanced digital technology initiatives |
| Interactive Data Corp. | Head of Software Dev. & Operations | May 2011–Nov 2012 | Led global software development/operations |
| Thomson Reuters | Head of Platform Development & various roles | Feb 1999–Mar 2011 | Built global technology platforms; IT governance/operations/security leadership |
| CIBC World Markets | Executive Director | Nov 1994–Feb 1999 | Senior technology/engineering leadership in capital markets |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| ACORD (Association for Cooperative Operations Research and Development) | Director | n/a | Non‑profit setting global digital standards for insurance/reinsurance |
Fixed Compensation
No individual base salary or target bonus disclosures for Krishnamoorthy were provided (he was not a Named Executive Officer in the 2025 Proxy); Hamilton’s program is pay‑for‑performance with significant variable pay and no executive perquisites . For context, 2024 NEO salary increases (ex‑CEO) ranged 6.7%–7.6% to align with market; CEO base unchanged .
Performance Compensation
Hamilton’s 2024 annual cash incentive pool funding framework (applies enterprise‑wide and informs executive payouts):
| Metric (FY 2024) | Weight | Threshold | Target | Maximum | Actual | Funding result |
|---|---|---|---|---|---|---|
| Combined Ratio | 60% | 111.5% | 95.2% | 88.5% | 91.3% | 163% of target for this component |
| Strategic Growth | 20% | — | — | — | Qualitative | 200% |
| Technology Enablement | 10% | — | — | — | Qualitative | 75% |
| Magnet for Talent | 10% | — | — | — | Qualitative | 150% |
| Aggregate pool funding | — | — | — | — | — | 160% |
Notes:
- Technology Enablement (a domain aligned to Krishnamoorthy’s remit) scored 75% of target in 2024; pool funding overall was 160% .
- Long‑term incentives are delivered via 50% PSUs (3‑year cliff; metrics: 3‑yr avg ROE and 3‑yr annualized BVPS growth) and 50% RSUs (ratable over 3 years) .
- The company’s Value Appreciation Pool for employees employed pre‑IPO vested in two tranches on Nov 10, 2024 and Nov 10, 2025, a potential source of periodic equity liquidity .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership | 64,512 shares directly owned after Aug 15, 2025 trade |
| Ownership as % of Class B outstanding | ~0.10% of 65,706,669 Class B shares outstanding as of Mar 21, 2025 (64,512 ÷ 65,706,669) |
| Recent insider transaction | Sold 18,988 shares on Aug 15, 2025 at ~$24.00–$24.01; proceeds ≈$455,713; holdings post‑trade: 64,512 shares |
| Section 16 filing timeliness | Company disclosed certain late Section 16 reports in 2023/2024, including for Krishnamoorthy tied to vesting events |
| Stock ownership guidelines | Other executives: 3x base salary; CEO: 6x; unvested PSUs excluded; 5‑year compliance window |
| Hedging/pledging | Hedging and pledging of company stock are prohibited under the Insider Trading Policy |
| 10b5‑1 trading plans | Permitted if adopted in compliance with Rule 10b5‑1 and company policy |
| Clawback policy | Dodd‑Frank/NYSE‑compliant clawback for erroneously awarded incentive compensation upon restatements (3‑year lookback) |
| Likely vesting pressure windows | VAP tranches (Nov 10, 2024 & Nov 10, 2025) and annual RSU vesting (NEO structure: 1/3 per year) can create periodic selling windows subject to policy/trading plans |
Employment Terms
| Term | Detail |
|---|---|
| Role and tenure | Group CTO & Group CDO since 2019; retired August 30, 2025 |
| Change‑in‑control treatment (company‑wide equity plans) | Double‑trigger accelerated vesting if terminated without cause/for good reason within 12 months post‑CIC; PSUs vest at greater of actual or target; no excise tax gross‑ups |
| Insider trading framework | Policy prohibits trading on MNPI, requires pre‑clearance for designated insiders, and allows compliant 10b5‑1 plans |
| Non‑compete/other | Executive‑specific contract terms for Krishnamoorthy not disclosed in the proxy; company has used restrictive covenants in executive arrangements |
Performance & Track Record
| Period | Company Operating Indicators | Source |
|---|---|---|
| FY 2024 | Net income $400.4m; ROE 18.3%; GPW $2,422.6m; Combined ratio 91.3% | |
| 9M 2025 | GPW $2.3b; Underwriting income $73m; Combined ratio 95.2% |
Additional 2024 incentive context relevant to technology leadership:
- Technology Enablement (10% of annual bonus pool drivers) was assessed at 75% of target; overall pool funding was 160% given strong underwriting and strategic outcomes .
Investment Implications
- Alignment and governance are solid: meaningful share ownership (64,512 shares), strict anti‑hedging/pledging, formal clawback, and ownership guidelines (3x salary for executives) reduce misalignment risk .
- Near‑term selling pressure tied to scheduled vesting: VAP tranches (Nov 2024/Nov 2025) and RSU cycles, plus retirement timing, can drive episodic liquidity events (e.g., Aug 15, 2025 sale of 18,988 shares) .
- Performance linkage: Enterprise bonus pool uses hard underwriting profitability (combined ratio 60% weight) and strategic goals (includes Technology Enablement), aligning technology leadership to financial outcomes; 2024 pool funded at 160% reflecting strong execution .
- Retention risk now moot (retired Aug 30, 2025), but technology execution continuity is supported by broader leadership bench and governance; say‑on‑pay approval (82%) indicates shareholder support for overall pay design .
Notes: Individual base salary, target bonus, and specific equity award values for Krishnamoorthy are not disclosed in the 2025 Proxy and therefore are not included. All figures and policies reflect company disclosures cited above.