Michael McLaughlin
About Michael McLaughlin
Michael McLaughlin is Executive Vice President and Chief Financial Officer of Informatica, appointed effective January 16, 2023; he was 60 as of March 31, 2025, and holds a B.A. from Stanford University and a Master’s of Public and Private Management from Yale School of Management . Prior roles include EVP/CFO at FICO (2019–2023) and 26 years in investment banking, most recently Managing Director and Head of Technology Corporate Finance at Morgan Stanley . Company performance during his tenure (company-wide, not CFO-specific) shows total shareholder return (value of $100 initial investment) at 98 in 2023 and 89 in 2024, while the company-selected measure Adjusted CEBITDA was $566.6 million in 2023 and $614.4 million in 2024 . Informatica’s Compensation Committee emphasizes pay-for-performance, clawback policy, and stock ownership guidelines for executives, with prohibitions on hedging and pledging .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Fair Isaac Corporation (FICO) | EVP & CFO | Aug 2019–Jan 2023 | Led global finance for Software and Scores segments |
| Morgan Stanley | Managing Director; Head of Technology Corporate Finance | 26 years (prior to 2019) | Advised leading technology, financial services, and real estate companies on strategic and financial topics |
External Roles
- No public company directorships disclosed for McLaughlin in INFA’s executive/board rosters .
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $527,083 | $550,000 |
| Target Bonus % of Salary | 100% (Corporate Bonus Plan) | 100% (Corporate Bonus Plan) |
| Sign-on Bonus ($) | $1,000,000 (paid post-hire) | — |
| Non-Equity Incentive Plan (Actual) ($) | — | $516,849 |
| All Other Compensation ($) | $9,311 | $11,544 |
Performance Compensation
Equity Awards Overview (Grants and Structure)
| Award Type | Grant Date | Shares/Target | Vesting Schedule |
|---|---|---|---|
| Time-based RSUs (new hire) | Feb 14, 2023 | 404,722 | 12.5% on first quarterly vest date after 6 months; remainder 1/16 quarterly thereafter |
| Time-based RSUs (top-up) | May 24, 2023 | 46,124 | 1/16 quarterly; first vest on/after 3-month anniversary |
| PSUs (FY 2023 program) | Mar 15, 2023 | Target 280,867; achieved eligibility 269,913 | One-third on first quarterly date post-certification; then at 1- and 2-year anniversaries |
| Time-based RSUs (FY 2024 cycle) | Nov 27, 2023 | 97,361 | Quarterly over 3 years; first vest Feb 15, 2024 |
| PSUs (FY 2024 program) | Feb 26, 2024 | Target 72,000; achieved eligibility 43,848 | One-third vested Feb 15, 2025; remaining at 1- and 2-year anniversaries |
FY 2023 PSU Metrics and Outcomes
| Metric | Weighting | Threshold (m/$ and payout %) | Target (m/$ and payout %) | Max (m/$ and payout %) | Actual | Payout % | Shares Earned (McLaughlin) | Vesting |
|---|---|---|---|---|---|---|---|---|
| Cloud NARR | Not disclosed | $136.5m; 81% | $182m; 100% | $227.5m+; 200% | $166m | 93.3% | Part of 269,913 total | 1/3 on first quarterly date after Jan 19, 2024 certification; then 1- and 2-year anniversaries |
| Subscription ARR | Not disclosed | $1,072.9m; 75% | $1,147.0m; 100% | $1,200.6m+; 200% | $1,131m | 94.7% | Part of 269,913 total | Same as above |
| Adjusted CEBITDA | Not disclosed | $495.0m; 50% | $568.0m; 100% | $682.0m+; 200% | $635m | 101.3% | Part of 269,913 total | Same as above |
| Total PSU Outcome | — | — | — | — | — | 96.1% of target shares eligible | 269,913 shares eligible | Certification Jan 19, 2024; vesting per schedule |
FY 2024 PSU Metrics and Outcomes
| Metric | Weighting | Threshold (m/$ and payout %) | Target (m/$ and payout %) | Max (m/$ and payout %) | Actual | Payout % | Shares Earned (McLaughlin) | Vesting |
|---|---|---|---|---|---|---|---|---|
| Cloud NARR | Not disclosed | $190.3m; 75% | $237.8m; 100% | $297.3m+; 200% | $211m | 85.6% | Part of 43,848 total | 1/3 on Feb 15, 2025; then 1- and 2-year anniversaries |
| Total ARR | Not disclosed | $1,649.7m; 60% | $1,755.0m; 100% | $1,825.2m+; 200% | $1,725m | 88.7% | Part of 43,848 total | Same as above |
| Adjusted CEBITDA | Not disclosed | $630.9m; 50% | $701.0m; 100% | $771.1m+; 200% | $665m | 0% | — | Same as above |
| Total PSU Outcome | — | — | — | — | — | 60.9% of target shares eligible | 43,848 shares eligible | Certified Feb 14, 2025; vesting per schedule |
Equity Grant Fair Values (Recent)
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Stock Awards (Grant-Date Fair Value) ($) | $15,120,219 | $2,323,440 (includes PSUs at target) |
Equity Ownership & Alignment
Beneficial Ownership
| As-of Date | Shares Beneficially Owned | % of Class |
|---|---|---|
| Mar 31, 2023 | —; under 1% | <1% |
| Mar 31, 2024 | 143,994 | <1% |
- Hedging and pledging are prohibited for executives; executive stock ownership guidelines apply (company policy) .
Outstanding Unvested Equity (Dec 31, 2024)
| Grant Date | Award Type | Unvested Units | Market Value ($) |
|---|---|---|---|
| Feb 14, 2023 | RSU | 227,657 | $5,903,146 |
| Mar 15, 2023 | PSU | 179,943 | $4,665,922 |
| May 24, 2023 | RSU | 28,826 | $747,458 |
| Nov 27, 2023 | RSU | 64,909 | $1,683,090 |
| Feb 26, 2024 | PSU | 72,000 | $1,866,960 |
Vesting and Realized Value (FY 2024)
| Metric | Shares Vested | Value Realized ($) |
|---|---|---|
| Stock Awards Vested in 2024 | 235,134 | $7,157,164 |
Employment Terms
| Term | Details |
|---|---|
| Employment Start Date | January 16, 2023 |
| Base Salary | $550,000 |
| Target Bonus | 100% of base salary (Corporate Bonus Plan) |
| Sign-on Bonus | $1,000,000; repayable if resign within 12 months without Good Reason or terminated for Cause |
| Severance (Outside CIC) | Lump sum 75% of prior 12-month base salary; up to 12 months COBRA reimbursement; 12 months post-termination option exercise (if any) |
| Severance (During CIC Period; Double-Trigger) | Lump sum 100% of base salary + 100% of annual target bonus; up to 12 months COBRA; full acceleration of unvested equity (PSUs at 100% of target); 12 months post-termination option exercise |
| Potential Payments (as of Dec 31, 2024) | Outside CIC: $412,500 salary + $34,757 COBRA = $447,257 total; During CIC: $550,000 salary + $550,000 bonus + $34,757 COBRA + $14,866,577 vesting acceleration = $16,001,334 total |
| Clawback | Policy to recoup incentive comp based on erroneously prepared financial statements |
| Tax Gross-Ups | None for golden parachute excise taxes |
| Non-Solicit/Non-Disparagement | Required for severance eligibility |
| Indemnification | Standard indemnification agreement entered |
Investment Implications
- Pay-for-performance linkage is solid: PSUs tied to Cloud NARR, ARR, and Adjusted CEBITDA; 2023 awards earned at 96.1% and 2024 at 60.9%, reflecting tougher EBITDA outcome in 2024 and increasing cloud/ARR emphasis .
- Retention outlook: Large unvested RSU/PSU balances with quarterly vesting, plus double-trigger CIC acceleration, provide meaningful retention; FY2024 saw 235,134 shares vesting for McLaughlin, a cadence that may create periodic supply and potential insider selling pressure around quarterly vest dates (subject to trading windows) .
- Alignment and risk controls: Executive stock ownership guidelines, clawback policy, and bans on hedging/pledging reduce misalignment and risk-taking; absence of excise tax gross-ups is shareholder-friendly .
- Severance economics: Outside CIC severance is modest (75% salary), while CIC payouts include salary + bonus and full acceleration—important in M&A scenarios; 2025 proxy shows lower estimated CIC equity acceleration vs 2024, reflecting grant and performance dynamics .
- Governance support: Prior say-on-pay approval exceeded 87% in June 2024, indicating strong investor endorsement of compensation design .
- Execution profile: Background as FICO CFO and a seasoned technology banker suggests financial discipline and strategic capital markets expertise; he is a non-director officer, limiting board-level governance influence .