Ansa Sekharan
About Ansa Sekharan
Ansa Sekharan, age 54, serves as Executive Vice President and Chief Customer Officer at Informatica, having held various roles since November 1996. He leads Customer Adoption and Renewal, including Professional Services, Customer Success, Support, and Renewals; he holds a B.S. in Computer Science from the National Institute of Technology (India) and an M.S. in Computer Science (magna cum laude) from the University of Tulsa . Company performance in 2024 included Cloud Subscription ARR of $827M (+34% YoY), GAAP revenue of $1.64B (+3%), and GAAP operating income of $127M with a 7.7% operating margin, underscoring execution in cloud data management amid IDMC expansion . Adjusted CEBITDA increased to $614.4M in 2024 from $566.6M in 2023, while GAAP net income improved to $9.9M from a loss of $125.3M; TSR declined year-end-to-year-end due to stock price moves, reflecting market dynamics rather than compensation plan design .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Informatica | Executive Vice President & Chief Customer Officer; prior roles since 1996 | 1996–2025 | Leads end-to-end customer value realization across services, success, support, and renewals; drives adoption and retention strategy . |
External Roles
No external board or public company roles disclosed for Ansa Sekharan .
Fixed Compensation
Multi-year compensation (as reported in Summary Compensation Table):
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Salary ($) | 550,000 | 550,000 | 550,000 |
| Stock Awards ($) | 7,722,379 | 5,234,156 | 2,323,440 |
| Option Awards ($) | 267,604 | — | — |
| Non-Equity Incentive Plan Compensation ($) | 449,900 | 449,900 | 539,000 |
| All Other Compensation ($) | 22,315 | 11,528 | 12,112 |
| Total ($) | 9,012,198 | 6,245,584 | 3,424,552 |
2024 annual bonus specifics (Corporate Bonus Plan for NEOs):
| Item | Target | Actual |
|---|---|---|
| Base Salary ($) | 550,000 | 550,000 |
| Target Bonus (% of salary) | 100% | — |
| Target Bonus ($) | 550,000 | — |
| Corporate Achievement (weighted) | — | 48.7% |
| Actual Bonus Paid ($) | — | 267,850 |
Notes:
- INFA set 2024 bonus metrics at Total ARR (60% weight) and Adjusted CEBITDA (40%) with linear interpolation between threshold/target/max . Weighted corporate achievement was certified at 48.7% .
- The Summary Compensation Table reports 2024 non‑equity incentive compensation of $539,000; the Corporate Bonus Plan table shows $267,850 actual payout. We present both as disclosed .
Performance Compensation
2024 corporate bonus metrics and outcomes:
| Metric (Weight) | Threshold | Target | Maximum | Actual Achievement | Payout % (metric-level) |
|---|---|---|---|---|---|
| Total ARR (60%) ($M) | 1,676.0 | 1,755.0 | 1,825.2 | 1,725.0 | 81.1% unweighted |
| Adjusted CEBITDA (40%) ($M) | 631.0 | 701.0 | 771.0 | 614.0 | 0% |
| Weighted Corporate Achievement | — | — | — | — | 48.7% |
2024 PSU program (one-year performance; three-year annual vesting) — targets and actuals:
| Metric (Allocation) | Threshold | Target | Maximum | Actual | Earned % of target |
|---|---|---|---|---|---|
| Cloud NARR (40%) ($M) | 190.3 | 237.8 | 297.3 | 211.0 | 85.6% |
| Total ARR (30%) ($M) | 1,649.7 | 1,755.0 | 1,825.2 | 1,725.0 | 88.7% |
| Adjusted CEBITDA (30%) ($M) | 630.9 | 701.0 | 771.1 | 665.0 | 0% |
| Total earned (weighted) | — | — | — | — | 60.9% |
Award values and Ansa’s 2024 PSU vest-eligibility certification:
- 2024 PSU grant date target value: $2,323,440; max value at highest performance: $4,646,880 .
- Shares certified eligible to vest (three annual tranches) on Feb 14, 2025: 43,848 for Ansa Sekharan .
Equity Ownership & Alignment
Beneficial ownership:
| As-of Date | Shares Beneficially Owned | Ownership % | Notes |
|---|---|---|---|
| Mar 31, 2023 | 640,541 (<1%) | <1% | Includes 92,720 shares held directly and 547,821 underlying options/RSUs vesting within 60 days . |
| Mar 31, 2024 | 639,433 (<1%) | <1% | — |
| Mar 31, 2025 | 648,293 (<1%) | <1% | Includes 135,004 shares held directly and 513,289 underlying equity vesting within 60 days . |
Outstanding equity awards at FY2024 year-end (selected entries):
| Grant | Type | Status | Shares | Price/Value | Expiration/Valuation |
|---|---|---|---|---|---|
| 05/12/2020 | Option | Exercisable | 210,000 | $20.00 | 05/11/2030 |
| 09/21/2021 | Option | Exer./Unexer. | 75,257 / 75,257 | $25.40 | 09/20/2031 |
| 11/17/2021 | RSU | Unvested | 17,066 | $442,521 MV | — |
| 12/13/2022 | RSU | Unvested | 109,712 | $2,844,832 MV | — |
| 03/15/2023 | RSU | Unvested | 112,464 | $2,916,192 MV | — |
Policies and alignment mechanisms:
- Executive stock ownership guidelines (effective Jan 1, 2025): CEO 5x salary; other NEOs (including Ansa) 2x salary; five-year compliance window; unexercised options and unvested awards excluded from calculation .
- Anti-hedging and anti-pledging policy prohibits derivatives, hedging, and pledging/margining of INFA stock by executives and directors .
- Clawback policy applies to incentive compensation received on or after Oct 2, 2023 in the event of an accounting restatement, consistent with NYSE rules .
Vesting accelerations (Merger terms):
- In 2025, INFA agreed to amend/waive certain terms as part of Salesforce acquisition: Ansa’s unvested adjusted options and adjusted RSUs vest 100% on the first anniversary of Closing, contingent on continued employment; severance agreement assumed by Salesforce . Officers (including Ansa) ceased to be INFA officers at Closing due to the merger .
Employment Terms
Severance and change-of-control economics (executive severance agreement applicable to Ansa):
| Scenario | Cash Severance | Bonus Severance | Equity Treatment | COBRA | Total Example (as of 12/31/2024) |
|---|---|---|---|---|---|
| Non-CIC involuntary termination (no cause) or Good Reason | 75% of base salary ($412,500) | — | Option exercise window extended to 1 year | Up to 12 months reimbursement | $451,482 (incl. benefits) |
| CIC period (3 months pre to 12 months post) + double trigger | 100% salary ($550,000) | 100% target bonus ($550,000) | Full acceleration; performance equity deemed at 100% of target; options exercisable for 1 year | Up to 12 months reimbursement | $13,200,108 (incl. $12,061,126 vest accel.) |
Key definitions and constraints:
- “Cause,” “Good Reason,” and “Change of Control” defined with notice/cure requirements; agreements include 12-month non‑solicitation and non‑disparagement; no 280G excise tax gross‑ups (best‑net reduction applies) .
- Clawback applies across equity and cash incentive plans; equity and bonus plans explicitly subject to recovery provisions .
Post-merger treatment:
- As part of Closing, RSUs/Options generally converted into Salesforce awards per exchange ratio, with vesting schedule revisions (100% vest at first anniversary for certain unvested adjusted options/RSUs) subject to continued employment; PSUs converted at target and performance conditions removed (price‑based PSUs at $35 forfeited) .
Investment Implications
- Pay-for-performance architecture: 2024 incentives tied to Total ARR (60%), Adjusted CEBITDA (40%) for cash bonuses and to Cloud NARR/Total ARR/Adjusted CEBITDA for PSUs; the 0% earned on CEBITDA in PSUs and sub-target bonus payout (48.7%) reinforce performance linkage and limit windfalls .
- Retention and supply overhang: Merger-driven vesting revisions (100% vest at first anniversary of Closing for adjusted RSUs/options) materially increase near-term vesting; this can elevate insider selling pressure around that anniversary date despite anti-hedging/pledging policies .
- Alignment and protections: Double-trigger CIC acceleration and no tax gross-ups favor shareholder alignment standards; clawback and ownership guidelines (2x salary requirement for Ansa over five years) support longer-term alignment .
- Execution track record: Customer-centric leadership tenure since 1996 supports continuity in adoption/renewals; 2024 operating metrics (Cloud ARR +34% YoY; improved GAAP net income and Adjusted CEBITDA) indicate operational progress, though PSU outcomes reflect discipline on profitability thresholds .
Overall, Ansa’s incentive mix is heavily equity-based with rigorous operational metrics; the Salesforce transaction changes near-term vesting dynamics, creating a potential supply event but also embedding retention incentives through first‑anniversary vesting requirements .