Simona Camilleri
About Simona Camilleri
Simona Camilleri (age 44) serves as Executive Vice President and General Counsel of Inspired Entertainment, Inc. (INSE) since July 2024 . She holds a Doctor of Laws (LL.D.) and BA in Law & Sociology from the University of Malta, and an LLM in Commercial Law from University College London; she is admitted to the bar in Malta and to the Roll of Solicitors of England & Wales (2007 and again in 2024) . Company performance context during her tenure includes cumulative TSR equivalent to $69.83 for a $100 initial investment in 2024 and Adjusted EBITDA of $100.1 million (2024) ; the company’s incentive architecture ties executive pay to Adjusted EBITDAB via short- and long-term plans with clawback coverage adopted in August 2023 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Sportingtech | Senior legal/compliance leadership | 2022–2024 | iGaming and regulatory execution across markets |
| Casumo | Legal/compliance leadership | 2020–2022 | Strengthened online gaming compliance frameworks |
| Payhound; Booming Games | Legal/compliance roles | 2016–2020 | Payments regulation, fintech, and licensing capabilities |
| Betclic Everest Group | Legal leadership | 2011–2016 | Online gaming licensing and privacy/GDPR readiness |
| Scientific Games UK; Global Draw; Games Media | UK Counsel | 2006–2011 | Commercial and regulatory counsel in gaming technology |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Gaming Malta | Board Member | Not specified | Industry development and policy engagement |
| Malta Chamber of Commerce | Exec Committee Chair, Remote Gaming Business Section | Not specified | Sector advocacy and regulatory interface |
| Malta Chamber of Advocates; Law Society of England & Wales | Member | Ongoing | Professional accreditation and legal practice |
Fixed Compensation
No specific base salary or cash compensation detail for Ms. Camilleri is disclosed in the latest proxy (she is an executive officer but not a Named Executive Officer). Company-wide executive compensation elements include base salary, short-term cash bonus awards (STIP), long-term equity awards (RSUs), personal benefits, and termination/change-in-control provisions .
UK-based executives (including Ms. Camilleri) receive U.K. market-related benefits: executive-tiered health insurance, life insurance, and a defined contribution pension scheme with a 15% employer contribution .
Performance Compensation
Company incentive architecture for executive officers (including the General Counsel unless otherwise specified) is structured as follows:
- Short-Term Incentive Plan (STIP): Based on Adjusted EBITDAB; eligibility tiers range roughly 10%–120% of base salary depending on level and objectives. For FY2024, corporate performance achieved ~89% of Adjusted EBITDAB target ($115.8m target set) with aggregate payout approvals equal to 38.55% of target (baseline nonequity payout 29.52% before discretionary adjustments) .
- Long-Term Incentive Plan (LTIP): RSUs granted based on % of base salary; 50% time-based vesting 1/3 per year starting year of grant; 50% performance-based tied to Adjusted EBITDAB with one-year performance measurement and vesting on December 31 of the third year after grant .
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Cumulative TSR – $100 initial investment | $97.76 | $76.23 | $69.83 |
| Net Income (USD millions) | $21.2 | $6.9 | $64.8 |
| Adjusted EBITDA (USD millions) | $99.5 | $99.2 | $100.1 |
| STIP Design and Payout (FY2024) | Value/Detail |
|---|---|
| Adjusted EBITDAB target | $115.8m (converted from GBP at approval) |
| Corporate performance vs target | ~89% attainment |
| Baseline nonequity payout vs target | 29.52% |
| Aggregate payout approved | 38.55% of target (after committee discretion) |
| Performance metric definition | Adjusted EBITDA with specified exclusions/adjustments |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Ownership guidelines | Executive officers required to hold 3x base salary in common stock |
| Hedging/margin/derivatives | Short sales, margin purchases, and derivatives prohibited; long-term hedging only if pre-cleared; Company has not approved any hedges historically |
| Pledging | No explicit pledging disclosure; margin purchases prohibited |
| Beneficial ownership | Not disclosed for Ms. Camilleri in the beneficial ownership table (table covers NEOs and directors) |
Form 4 monitoring: We attempted to fetch insider transactions for “Simona Camilleri” via the insider-trades skill but received an Unauthorized error (401), so we cannot assess recent sales/awards from SEC Form 4 at this time. We will monitor filings for updated data [insider-trades skill; Command 401 error].
Employment Terms
| Term | Detail |
|---|---|
| Employment start date | General Counsel effective July 1, 2024 |
| Role and reporting | EVP & General Counsel; signed multiple SEC exhibits/8-Ks on behalf of the Company |
| Benefits (UK-based) | Executive-tiered health insurance, life insurance, 15% employer pension contribution |
| Ownership guidelines compliance | Executive officers must reach 3x salary; individual compliance not disclosed |
| Severance/change-in-control | Not disclosed for Ms. Camilleri; company describes such provisions in employment agreements for NEOs |
| Clawback policy | Adopted August 2023; incentive pay subject to recovery upon restatement due to material noncompliance |
| Insider trading constraints | No short sales, margin purchases, or derivatives; hedging discouraged and requires pre-clearance |
Compensation Structure Analysis
- Alignment: STIP and LTIP rely on Adjusted EBITDAB, aligning legal/compliance leadership contributions to enterprise-level operating outcomes; clawback adopted in 2023 strengthens accountability .
- Mix shift: Company grants RSUs (time and performance) rather than options to conserve plan shares—lower risk profile for recipients vs options .
- Discretion: FY2024 committee discretion increased certain awards to partially offset segment-specific anomalies; while targeted at top executives, it demonstrates willingness to apply judgment amid operational variability .
- Ownership discipline: 3x salary ownership requirement for executive officers; stringent insider policy curtails hedging and margin exposure .
Related Party Transactions and Red Flags
- Controls remediation: Extensive Audit Committee oversight in 2024 on SOX and GAAP remediation following restatements; timelines extend into 2025 .
- SEC subpoena: Costs associated with responding to SEC subpoena in March 2024; SEC staff concluded its investigation in January 2025 .
- Clawback: Policy implemented; committee evaluated immaterial revisions and did not revisit prior awards .
Investment Implications
- Compensation alignment: Ms. Camilleri operates under an incentive system anchored to Adjusted EBITDAB with RSU-based long-term compensation and a robust clawback—favorable alignment for legal/compliance stewardship of enterprise value .
- Retention and pressure: UK-market benefits plus multi-year RSU vesting structure suggest retention support; lack of disclosed severance/CIC terms for the General Counsel limits precise downside protection analysis . Without current Form 4 visibility, insider selling pressure is unassessed (tool access error).
- Governance and risk: Completion of SEC investigation and continued controls remediation reduce regulatory overhang; her legal background and signatures on multiple SEC filings indicate centrality to governance execution .
- Monitoring signals: Track future proxies for individual GC compensation details (base, bonus targets, equity grants), Form 4 activity for ownership build/sales, and progress on SOX remediation milestones (auditor’s opinion criteria embedded in finance team incentives) for incremental risk reduction .