Thad Jampol
About Thad Jampol
Co-founder and Chief Product Officer of Intapp; age 49 as of FY2025 reporting, serving as CPO since 2000 and architect of the Intapp Intelligent Cloud platform; B.S. in Computer Science from UCLA . Tenure at Intapp spans 25 years in product leadership; FY2025 incentive outcomes credited him with above-target achievement on individualized objectives tied to vertical SaaS AI capabilities (120% component payout), while company ACV-driven bonus component paid at 93% . Stock ownership guidelines adopted in June 2025 require 1x base salary for executives with a five-year compliance window; pledging and hedging are prohibited by the insider trading policy, supporting alignment with shareholders .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Intapp, Inc. | Co-founder & Chief Product Officer | 2000–present | Architect of Intapp Intelligent Cloud; leads product strategy and vertical SaaS AI capabilities |
Fixed Compensation
| Metric | FY2023 | FY2024 | FY2025 |
|---|---|---|---|
| Base Salary ($) | $461,300 | $472,833 | $496,440 |
| Target Bonus (% of Salary) | Not disclosed | Not disclosed | 70% |
| Actual Cash Bonus Paid ($) | $343,900 | $307,814 | $370,096 |
| All Other Compensation ($) | $9,846 | $23,202 | $10,704 |
Performance Compensation
Annual Cash Bonus Structure (FY2025)
| Component | Weighting | Target Definition | Actual Achievement | Payout for Component | Notes |
|---|---|---|---|---|---|
| Net new ACV | 50% | Sliding scale 75%–135% achievement | 93% company payout | Paid $161,591 | Aligns short-term incentives to growth in ACV |
| Individual objectives | 50% | Committee-set goals | 120% for Jampol | Paid $208,505 | Focused on vertical SaaS AI development and execution |
| Total Bonus | — | — | — | $370,096 | — |
Equity Awards – Grants and Terms (FY2025 program; grants made in FY2025)
| Grant Type | Grant Date | Shares/Units (#) | Vesting | Performance Metrics | Grant Date Fair Value ($) |
|---|---|---|---|---|---|
| PSUs (FY2025 LTI) | 7/1/2024 | 98,100 target | Quarterly measurement; performance period through 6/30/2027 | ARR targets + Operating Margin (TTM non-GAAP) | $3,580,650 |
| RSUs (FY2025 annual) | 8/19/2024 | 39,100 | 12 equal quarterly installments over 3 years, commencing 11/20/2024 | Service-based | $1,675,435 |
| Modified prior awards (incremental fair value) | 9/30/2024 | — | Reflects 7/1/2024 Board modifications to FY2024 PSUs (metrics windows) | ARR window extended; profitability metric changed to “SaaS Rule of 40” | $108,336 |
Equity Award Achievement & Vesting
- FY2025: Certain PSUs vested based on quarterly achievement of ARR and profitability (“SaaS Rule of 40” and Operating Margin); Audit Committee excluded ~$751k one-time litigation expense in Q3 FY2025 for profitability target assessment .
- Options Exercised and Stock Vested (FY2025): 551,503 options exercised, value realized $25,968,812; 190,327 shares vested (RSUs/PSUs), value realized $11,263,944 .
Equity Ownership & Alignment
Beneficial Ownership (as of 9/23/2025)
| Holder | Shares Beneficially Owned | % of Outstanding | Breakdown |
|---|---|---|---|
| Thad Jampol | 1,143,212 | 1.39% | 879,434 direct; 34,972 spouse; 223,575 vested/exercisable within 60 days; 5,231 service-vesting within 60 days; spouse holdings disclaimed |
- Shares outstanding used for percent: 81,787,131 .
- Stock ownership guidelines (executives): 1x salary; unvested RSUs count; 5 years to comply; pledging/margin accounts prohibited; hedging prohibited .
Outstanding Equity at FY2025 Year-End (6/30/2025)
| Instrument | Quantity | Terms | Market/Payout Value |
|---|---|---|---|
| Options (exercisable) | 33,575 @ $7.45 exp. 7/26/2027; 190,000 @ $12.00 exp. 7/29/2030 | Fully vested | — |
| Unvested PSUs/RSUs (target) | 175,601 | Quarterly vesting contingent on ARR/profitability; RSUs service-based | $9,064,524 (based on 6/30/2025 closing price) |
Liquidity/Selling Pressure Indicators
| Activity (FY2025) | Shares | Value Realized |
|---|---|---|
| Options exercised | 551,503 | $25,968,812 |
| Stock vested (RSUs/PSUs) | 190,327 | $11,263,944 |
- Insider trading policy prohibits hedging, short positions, and pledging/margin accounts, mitigating misalignment risks .
Employment Terms
| Item | Details |
|---|---|
| Employment Agreement Effective Date | June 18, 2021 (post-IPO agreement) |
| Base Salary (FY2025) | $496,440 |
| Target Annual Bonus | 70% of base salary |
| Severance (Non-CIC) | 12 months base salary + up to 12 months COBRA; partial acceleration: time-based awards scheduled within 12 months; 25% of performance milestones (or full if <25% remain) |
| CIC Severance (double-trigger; within 3 months before to 12 months after) | 1x base salary + target bonus + up to 12 months COBRA; full acceleration of Post-IPO awards |
| Potential Payments (illustrative at 6/30/2025) | Non-CIC: $496,440 cash; $32,849 benefits; $3,136,741 equity acceleration . CIC: $496,440 cash; $347,508 incentive; $32,849 benefits; $9,064,524 equity acceleration |
| Clawback | Compensation recoupment policy maintained |
| Hedging/Pledging | Prohibited |
| Tax Gross-ups (severance) | Not provided for severance payments |
| Deferred Compensation/Retirement Plans | None beyond broad-based 401(k); executives participate on same basis as employees |
Compensation Peer Group and Shareholder Feedback
- 2025 Peer Group: Alkami Technology, Alteryx, AppFolio, Asana, AvePoint, Blackbaud, BlackLine, Clearwater Analytics, Guidewire Software, Jamf, Manhattan Associates, Model N, nCino, Procore Technologies, Progress Software, Q2, Sprout Social, Tenable, Workiva, Yext; criteria: vertical/cloud SaaS; revenue ~$250M–$1B; market cap ~$$0.75B–$7.5B .
- Say-on-Pay (2024 annual meeting): ~86.5% support .
- Program features: performance-linked pay via ACV and PSUs; stock ownership guidelines; no severance gross-ups; no repricing of underwater options; hedging/pledging prohibited .
Investment Implications
- Alignment: Meaningful beneficial ownership (1.39%) and strict anti-hedging/anti-pledging rules support “skin-in-the-game” alignment; five-year ownership guideline window accommodates executive accumulation .
- Incentive design: FY2025 bonus tied 50% to net new ACV (paid at 93%) and 50% to individualized objectives (Jampol at 120%), aligning cash compensation with growth and strategic execution in vertical SaaS AI .
- Long-term focus and retention: Heavy weighting to PSUs with quarterly measurement against ARR and profitability, plus RSU service vesting over 3 years, creates continuous performance cadence and retention hooks through June 2027; FY2024 PSU modifications reflect responsive target-setting to macro and strategy evolution, a watch item for pay-for-performance integrity but not an option repricing .
- Liquidity/selling pressure: FY2025 realizations ($25.97M from options; $11.26M from stock vesting) indicate significant liquidity events that could contribute to periodic selling pressure; monitor Form 4s for subsequent dispositions and cadence of quarterly RSU vests .
- Downside/CIC economics: Double-trigger CIC grants 1x salary + target bonus + full acceleration, moderate cash multiple but full equity acceleration; non-CIC severance includes partial acceleration of near-term service awards and 25% of performance milestones, balancing protection with continued performance alignment .