David Harrison
About David Harrison
David Benjamin Harrison is President, Industries and a Named Executive Officer (NEO) of Intapp (INTA). His employment agreement became effective June 29, 2021, with pay structured around base salary, annual cash incentive tied 50% to net new ACV and 50% to individual objectives, and multi‑year PSUs linked to ARR and non‑GAAP profitability metrics with quarterly measurement through June 30, 2027 . Company performance during FY2025 included total revenue of $504.1M (+17% YoY), SaaS revenue of $331.9M (+28% YoY), total ARR of $485.4M (+20% YoY), and non‑GAAP diluted EPS of $0.94; the PEO CAP/TSR table showed cumulative TSR of $184.36 versus peer TSR $110.74 through FY2025 .
Past Roles
No prior role biography for Mr. Harrison was disclosed in the DEF 14A filings reviewed .
External Roles
No external directorships or roles for Mr. Harrison were disclosed in the DEF 14A filings reviewed .
Fixed Compensation
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Base Salary ($) | $463,403 | $477,300 |
| Target Bonus (% of Salary) | 100% | 100% |
| Actual Cash Incentive – ACV Component ($) | $152,923 | $221,945 |
| Actual Cash Incentive – Individual Objectives ($) | $231,701 | $238,650 |
| Total Actual Cash Incentive ($) | $384,624 | $460,595 |
Performance Compensation
Annual Bonus Structure and Outcomes
| Component | Weighting (%) | FY 2024 Payout (%) | FY 2025 Payout (%) |
|---|---|---|---|
| Net New ACV (Company metric) | 50% | 66% | 93% |
| Individual Objectives | 50% | 100% (Harrison) | 100% (Harrison) |
| Targets (quantum) | — | Confidential; not disclosed | Confidential; not disclosed |
Bonus metrics: net new ACV payout used a pre‑set sliding scale (min 75%, max 135%); individualized achievements were set by the Compensation Committee .
Long‑Term Equity Incentives (FY2025 grant design)
- PSUs: Quarterly‑measured vesting through June 30, 2027 based on ARR targets and trailing 12‑month non‑GAAP Operating Margin, including “Overachievement PSUs” for stretch ARR goals .
- RSUs: 3‑year vesting in 12 equal quarterly installments commencing November 20, 2024, subject to continued service .
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| RSUs Granted (#) | — (RSU grant structure noted for Morton; not for Harrison) | 34,700 |
| PSUs Granted – ARR (#) | 42,000 | 85,025 |
| PSUs Granted – Overachievement ARR (#) | — | 29,500 |
| PSUs Granted – Profitability (#) | 14,000 | 8,675 |
| Total PSUs Granted (#) | 56,000 | 93,700 |
FY2025 PSU profitability metric uses non‑GAAP Operating Margin; ARR and Operating Margin are measured quarterly; certain FY2025 PSU achievements were earned during FY2025 (Company noted Rule of 40 and Operating Margin PSU vesting, with Q3 FY2025 one‑time litigation costs excluded for profitability target purposes) .
Equity Ownership & Alignment
| Metric | As of Sep 18, 2024 | As of Sep 23, 2025 |
|---|---|---|
| Beneficial Ownership (# of shares) | — (less than 1%) | 4,640 (scheduled to vest within 60 days) |
| Percent Owned | <1% | <1% |
| Unvested PSUs/RSUs at FY‑end (#) | 213,540 | 169,571 |
| Market/Payout Value of Unvested PSUs/RSUs ($) | $7,830,512 | $8,753,255 |
| Options Exercisable Outstanding (#) | 543,383 (93,383 @ $7.45; 300,000 @ $12.00; 150,000 @ $26.00) | — (no options listed in FY2025 outstanding table) |
Stock ownership guidelines adopted June 2025 require 1x base salary for executive officers; unvested RSUs count; executives have five years to reach compliance (individual compliance status not disclosed) . Hedging, short‑selling, margin accounts, and pledging of Company stock are prohibited by policy .
Option Exercises and Stock Vested
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Options Exercised (#) | — | 543,383 |
| Value Realized on Exercise ($) | — | $15,352,914 |
| Shares Vested (#) | 193,960 | 172,369 |
| Value Realized on Vesting ($) | $7,448,048 | $10,216,638 |
Employment Terms
- Agreement effective date: June 29, 2021 (at‑will employment; base salary, annual bonus opportunity, long‑term incentives, and benefits) .
- Severance (no change‑in‑control): 12 months’ base salary; up to 12 months COBRA; partial acceleration of time‑based awards scheduled within 12 months and 25% of milestones on performance‑based awards .
- Change‑in‑control (double‑trigger within 3 months before to 12 months after): 1x base salary + target annual bonus; up to 12 months COBRA; full acceleration of all Post‑IPO awards . Company states no single‑trigger equity acceleration for executives upon a change‑in‑control .
| Scenario (as of Jun 30, 2025) | Cash Severance ($) | Incentive Compensation ($) | Continuation of Benefits ($) | Equity Accelerated ($) |
|---|---|---|---|---|
| Involuntary Termination (no CIC) | $477,300 | — | $13,381 | $3,186,864 |
| Change‑in‑Control + Qualifying Termination | $477,300 | $477,300 | $13,381 | $8,753,255 |
Other governance features:
- Clawback policy compliant with Nasdaq Section 10D; applies to incentive‑based comp received on/after Oct 2, 2023 .
- Compensation program “What we don’t do” includes no hedging, no excessive severance, no tax gross‑ups for severance, no single‑trigger equity acceleration, and no option repricing . Note: FY2025 “All Other Compensation” included minor event‑related tax gross‑ups ($5,493) for Harrison .
Investment Implications
- Alignment and performance sensitivity: Harrison’s pay is meaningfully at risk via PSUs tied to ARR and non‑GAAP operating margin, with annual cash incentives split between net new ACV and individual objectives (FY2025 ACV payout 93%; individual 100%), aligning incentives with SaaS growth, profitability, and retention expansion .
- Retention and change‑in‑control economics: Double‑trigger CIC fully accelerates post‑IPO equity and pays 1x salary + target bonus; outside CIC, severance is 12 months’ salary and partial equity acceleration — balanced retention with shareholder protections (no single‑trigger) .
- Ownership and selling pressure: Beneficial ownership is de minimis (<1%); FY2025 saw 543,383 options exercised with $15.35M value realized, and $10.22M realized on vesting — indicating monetization capacity and potential near‑term supply, though pledging/hedging is prohibited .
- Governance risk mitigants: Newly adopted stock ownership guidelines (1x salary; 5 years to comply) and a compliant clawback policy reduce downside governance risk; 2024 say‑on‑pay received ~86.5% support, suggesting acceptable pay practices .