Marisa Daspit
About Marisa Daspit
Marisa Daspit, age 47, is IBTA’s Chief People Officer, a role she has held since December 2021 after progressing through Senior Vice President of People (2020–2021), Head of People (2019–2020), and Director of Talent Management (2018–2019). She holds a Master of Arts in Instructional Learning Technologies (University of Colorado Denver) and a Bachelor of Science (University of Phoenix), and previously served as Director, Organizational Effectiveness at Welltok (2017–2018) and as a Founding Member of CPOHQ (2020–2021) . Company performance context during her tenure includes FY2024 revenue of $367,254k (+15% YoY), net income of $68,742k (+80% YoY), and adjusted EBITDA of $112,220k with a 31% margin, alongside growth in redeemers to 14.7 million (+78% YoY) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Ibotta, Inc. | Chief People Officer | Dec 2021 – Present | Senior leadership over people functions and talent programs |
| Ibotta, Inc. | SVP, People | Jul 2020 – Dec 2021 | Advancement of company-wide people strategy |
| Ibotta, Inc. | Head of People | Jul 2019 – Jul 2020 | Leadership of people operations |
| Ibotta, Inc. | Director, Talent Management | Dec 2018 – Jul 2019 | Talent management framework development |
| Welltok, Inc. | Director, Organizational Effectiveness | Sep 2017 – Dec 2018 | Organizational effectiveness in healthcare consumer activation |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| CPOHQ | Founding Member | Jun 2020 – Dec 2021 | Peer platform for Chief People Officers |
Fixed Compensation
| Component | Amount/Terms | Notes |
|---|---|---|
| Base Salary | Not disclosed | Ms. Daspit is not listed among Named Executive Officers (NEOs) in the 2024 Summary Compensation Table |
| Target Bonus % | Not disclosed | Company’s 2024 bonus plan applies to eligible employees; NEO structure shown, but individual terms for Ms. Daspit not disclosed |
| Actual Bonus Paid (2024) | Not disclosed | NEO bonus outcomes disclosed; no disclosure for Ms. Daspit |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Adjusted EBITDA (Company) | 50% (company bonus plan) | Not disclosed (plan targets set) | Company achieved; NEO bonuses at 97% of target | Not disclosed for Ms. Daspit | Not applicable |
| Revenue (Company) | 50% (company bonus plan) | Not disclosed (plan targets set) | Company achieved; NEO bonuses at 97% of target | Not disclosed for Ms. Daspit | Not applicable |
Notes:
- Company 2024 bonus plan: eligible employees earned cash bonuses based on annual Adjusted EBITDA and revenue (equal weighting), with discretion and a 200% cap; NEOs received 97% of target, but Ms. Daspit’s individual participation and outcomes are not disclosed .
Equity Ownership & Alignment
| Item | Status | Details |
|---|---|---|
| Beneficial Ownership (shares) | Not individually disclosed | The Security Ownership table enumerates certain officers and directors; Ms. Daspit is not individually listed |
| Ownership % of Shares Outstanding | Not disclosed | Not individually listed in beneficial ownership table |
| Vested vs. Unvested Breakdown | Not disclosed | No individual table for Ms. Daspit |
| Options (exercisable/unexercisable) | Not disclosed | Options and RSUs tables cover NEOs; no entry for Ms. Daspit |
| Shares Pledged | Prohibited by policy | Insider Trading Policy prohibits pledging, hedging, short sales, and derivative transactions in company stock |
| Ownership Guidelines | Not disclosed | No explicit executive stock ownership guidelines disclosed in proxy |
Employment Terms
| Term | Status | Details |
|---|---|---|
| Employment Start Date at Ibotta | Dec 2018 (Director-level) | Progressed to CPO in Dec 2021 |
| Contract Term | Not disclosed | No specific employment agreement disclosed for Ms. Daspit |
| Severance | Not disclosed | Change-in-control/severance terms disclosed for NEOs; not for Ms. Daspit |
| Change-in-Control | Not disclosed | NEOs have double-trigger CIC terms; not disclosed for Ms. Daspit |
| Non-Compete / Non-Solicit | Not disclosed | Not disclosed in proxy |
| Clawback Policy | Company-wide | Adopted Feb 2024 per NYSE/SEC; applies to “officers” under Rule 16a-1(f) |
Performance & Track Record
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Revenue ($USD thousands) | 320,037 | 367,254 |
| Net Income ($USD thousands) | 38,117 | 68,742 |
| Adjusted EBITDA ($USD thousands) | 82,832 | 112,220 |
| Adjusted EBITDA Margin (%) | 26% | 31% |
| Non-GAAP Revenue ($USD thousands) | 306,500 | 367,254 |
Additional context:
- Active redeemers expanded to 14.7 million (+78% YoY); partnerships expanded with Family Dollar, AppCard, Schnucks, Instacart, and DoorDash (Jan 2025), underpinning growth and margin expansion .
- CEO letter acknowledged a “bumpy ride” for shareholders post-IPO (April 2024), signaling market volatility during the transition to public company status .
Compensation Committee Analysis (Context)
- Committee retained Compensia for market benchmarking and peer-group design; peers not enumerated in the proxy .
- Governance controls include an Insider Trading Policy (prohibiting hedging/pledging) and a NYSE/SEC-compliant clawback policy adopted in Feb 2024 .
Risk Indicators & Red Flags
- Hedging/Pledging: Prohibited by policy, reducing misalignment risk .
- Clawback: Implemented in Feb 2024, improving pay-for-performance enforcement .
- Section 16(a) filings: Disclosure notes certain late filings (e.g., Lehrman, El Tabib) due to technical/inadvertent issues; none identified for Ms. Daspit in that disclosure .
- Controlled company dynamics: Founder/CEO holds Class B high-vote shares, potentially impacting governance dynamics (contextual, not specific to Ms. Daspit) .
Investment Implications
- Compensation alignment visibility: Lack of specific disclosure on Ms. Daspit’s base salary, bonus targets/outcomes, and equity grants limits direct pay-for-performance assessment; firm-level guardrails (clawback; anti-pledging/hedging) support alignment .
- Retention risk: Multi-year internal progression (2018→2021→present) suggests embedded institutional knowledge; absence of disclosed severance/CIC terms for her reduces clarity on retention economics .
- Trading signals: Without Form 4 data for Ms. Daspit and ownership detail, insider-selling pressure assessment is constrained; monitor future proxies and Section 16 filings for grants/transactions while using company performance trends (revenue/EBITDA/margin expansion) as broader context .