John Schweitzer
About John Schweitzer
John Schweitzer, age 56, has served as Executive Vice President and Chief Revenue Officer (CRO) of Informatica since March 2021, after senior sales and revenue leadership roles at Software AG (CRO/Executive Board Member), Workday (President, Americas), and SAP (SVP, Sales). He holds a B.S.B.A. in Economics–Finance from Northern Arizona University . During 2024, Informatica reported Cloud Subscription ARR of $827M (+34% y/y), GAAP Revenues of $1.64B (+3% y/y), and GAAP Operating Income of $127M (7.7% margin), reflecting continued cloud growth on IDMC; company TSR value declined from 98 to 89 (cumulative $100 since IPO) while Adjusted CEBITDA rose to $614M (vs $567M in 2023), indicating profitability improvement despite share price pressure .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Software AG | Chief Revenue Officer; Executive Board Member | Nov 2018–Jan 2021 | Drove enterprise software revenue; board-level oversight |
| Workday | President, Americas | Mar 2017–Oct 2018 | Led regional go-to-market execution for finance/HCM SaaS |
| SAP | Senior Vice President, Sales | Jan 2015–Feb 2017 | Led major accounts and field sales for enterprise software |
External Roles
| Organization | Role | Years |
|---|---|---|
| Software AG | Executive Board Member | Nov 2018–Jan 2021 |
Fixed Compensation
| Component | 2024 | Notes |
|---|---|---|
| Base Salary ($) | $550,000 | Maintained at 2023 level |
| Target Bonus (% of Salary) | 100% | Corporate Bonus Plan for NEOs |
| Target Bonus ($) | $550,000 | Set by Compensation Committee |
| Actual Bonus Paid ($) | $267,850 (48.7% of target) | Weighted plan achievement 48.7% |
Performance Compensation
Annual Cash Incentive (2024 Corporate Bonus Plan)
| Metric | Weighting | Target | Actual | Payout % Basis | Result |
|---|---|---|---|---|---|
| Total ARR ($MM) | 60% | 1,755 | 1,725 | Linear (50–175%) | 81.1% (unweighted) |
| Adjusted CEBITDA ($MM) | 40% | 701 | 614 | Linear (50–150%) | Below target |
| Plan Achievement | — | — | — | — | 48.7% weighted payout → $267,850 to Schweitzer |
Notes:
- Total ARR and Adjusted CEBITDA are defined metrics for plan administration; plan permits Committee discretion .
PSU Awards (Granted Feb 26, 2024; 1-year performance, 3-year service vesting)
| Metric | Weighting | Threshold | Target | Actual | Earned % of Target |
|---|---|---|---|---|---|
| Cloud NARR ($MM) | 40% | 190.3 | 237.8 | 211.0 | 85.6% |
| Total ARR ($MM) | 30% | 1,649.7 | 1,755.0 | 1,725.0 | 88.7% |
| Adjusted CEBITDA ($MM) | 30% | 630.9 | 701.0 | 665.0 | 0% |
| Certification & Vesting | — | — | — | — | Total earned = 60.9% of target; one-third vested on Feb 15, 2025; remaining in annual tranches over 3 years |
Award scale:
- Schweitzer’s 2024 PSU target shares: 72,000; maximum 144,000 . Certified earned and eligible to vest: 43,848 shares .
Prior RSU Awards (Time-based)
| Grant | Shares | Vesting | Status at 12/31/24 |
|---|---|---|---|
| Nov 27, 2023 RSUs | 97,361 | Quarterly over 3 years (Feb 15/May 15/Aug 15/Nov 15) | 64,909 unvested units outstanding valued at $1,683,090 at $25.93 |
CEO’s Special PSUs (context)
- Not applicable to Schweitzer; included for program design reference. CEO had three stock price tranches certified in 2024 , highlighting emphasis on stock-price-linked PSUs at senior levels.
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total Beneficial Ownership | 585,961 Class A shares (<1%); includes 76,509 held directly and 509,452 underlying options/RSUs vesting within 60 days |
| Options (Service-based) | 280,000 exercisable, $20.00 strike, expires 03/03/2031; vesting monthly then quarterly over 3 years |
| Options (Performance/MOIC) | 184,800 exercisable and 55,200 unearned at $20.00 strike; MOIC or stock-price triggers at $37.50; accelerated conditions defined; expiry 03/03/2031 |
| RSUs Outstanding (Unvested) | 64,909 units (Dec 31, 2024), vest quarterly; fair value $1,683,090 at $25.93 |
| 2024 PSUs Earned | 43,848 shares certified eligible; service vesting one-third on Feb 15, 2025, remainder annually |
| Insider Transactions (2024) | Exercised 280,000 options (value realized $3,129,599); 221,399 shares vested (value realized $6,688,271) |
| Hedging/Pledging | Prohibited under Company policy (anti-hedging/anti-pledging) |
| Ownership Guidelines | Executives (other than CEO) must hold ≥2x base salary in stock within 5 years of Jan 1, 2025; includes direct/trust holdings; excludes unvested awards/options |
Insider selling pressure indicator:
- Regular quarterly vesting cadence and 2024 option exercises suggest ongoing liquidity events; Company prohibits pledging/hedging, which mitigates misalignment risk .
Employment Terms
| Provision | Outside Change-in-Control (CIC) | During CIC Period (−3 months to +12 months after CIC) |
|---|---|---|
| Cash Severance | 75% of base salary (lump sum) | 100% of base salary + 100% of target bonus (lump sum) |
| COBRA | Up to 12 months reimbursement | Up to 12 months reimbursement |
| Equity | Option exercise period extended to 1 year | Full acceleration; performance-based awards deemed at 100% of target |
| Triggers | Termination without cause or resignation for good reason; double-trigger for CIC | |
| Covenants | 12-month non-solicitation; non-disparagement; release required | |
| Tax Gross-ups | None; 280G cutback applies |
Definitions:
- Good reason: material role/salary/benefit reduction or relocation >35 miles; notice/cure periods apply . CIC and “corporate transaction” definitions per 2015/2021 equity plans .
Compensation Structure Notes
- Pay-for-performance: significant at-risk mix via annual cash (ARR/CEBITDA) and PSUs (Cloud NARR/ARR/CEBITDA) .
- Clawback: NYSE/SEC-compliant executive compensation recovery policy; equity and bonus plans subject to recoupment .
- Perquisites: Standard benefits; 401(k) match; Schweitzer received $6,000 employer 401(k) match and $3,612 life insurance premiums in 2024 .
- Say-on-Pay: 87% approval in June 2024 for prior NEO compensation program .
Investment Implications
- Alignment and retention: Double-trigger CIC with full equity acceleration at target reduces departure friction in strategic events; 12‑month non-solicitation helps protect revenue continuity . Stock ownership guidelines and anti-pledging/hedging policies enhance alignment, though compliance status is not disclosed for Schweitzer .
- Near-term selling pressure: Quarterly RSU and certified PSU vesting plus substantial 2024 option exercises indicate regular liquidity events; monitor Form 4s around vest dates (Feb/May/Aug/Nov) for tax-related dispositions or larger sales .
- Performance linkage: Incentives emphasize ARR and Cloud NARR growth with Adjusted CEBITDA profitability—2024 results met ARR thresholds but missed CEBITDA PSU threshold; future payouts will be sensitive to cloud growth mix and margin trajectory .
- Governance risk mitigants: No golden parachute tax gross-ups, clawback in place, and prohibition on hedging/pledging reduce common red flags; Sponsors retain significant voting influence via agreements, which may influence executive actions and capital strategy .