Melanie Antoon
About Melanie Antoon
Melanie Antoon, 47, is Executive Vice President, Chief Customer Officer at CS Disco (LAW). She joined DISCO in November 2019, served as VP, Professional Services, was promoted to SVP, Professional Services (Jan 2021–Jan 2024), and has held her current role since January 2024. She holds a B.A. in psychology and women’s studies from the University of Wisconsin–Madison and an M.S. in computer science from DePaul University. Company performance metrics driving NEO pay included revenue, Adjusted EBITDA, and select non‑quantitative goals; 2024 corporate goal achievement was ~73% of target, driving similar bonus payout percentages and PSU vesting outcomes for NEOs, including Antoon .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| CS Disco | SVP, Professional Services | Jan 2021–Jan 2024 | Led services delivery; progressed to Chief Customer Officer, indicating strong execution in client success and services . |
| CS Disco | VP, Professional Services | Nov 2019–Jan 2021 | Built DISCO’s professional services capability post-IPO preparation and scaling phase . |
| Inventus, LLC | SVP, Discovery Solutions | Apr 2015–Aug 2017 | Oversaw discovery operations; foundational experience in eDiscovery services . |
| Inventus, LLC | SVP, U.S. Operations | Aug 2017–Nov 2019 | Ran U.S. ops; operational leadership in legal tech services . |
| Huron Consulting | Director of Hosting | Not disclosed | Led hosting; technical operations in enterprise legal support . |
| Catalyst | VP, Client Services | Not disclosed | Client services leadership; customer delivery and satisfaction . |
External Roles
No public company board or committee roles for Antoon are disclosed in company filings .
Fixed Compensation
| Metric | 2024 | 2025 |
|---|---|---|
| Base Salary ($) | $350,000 | Unchanged at $350,000 |
| Target Bonus (% of salary) | 60% | 60% (unchanged) |
| Actual Bonus Paid ($) | $153,300 | Not disclosed |
| All Other Compensation ($) | $10,205 | Not disclosed |
Perquisites and benefits (2024 detail):
| Item | Amount ($) |
|---|---|
| Life insurance premiums | $1,170 |
| 401(k) matching contributions | $9,035 |
| Other | — (none disclosed) |
| Total | $10,205 |
Performance Compensation
Annual bonus plan (cash):
| Metric | Weighting | Target | Actual Achievement | Payout | Vesting |
|---|---|---|---|---|---|
| Corporate goals: Revenue, Adjusted EBITDA, and non‑quantitative business criteria | Not disclosed | 60% of base salary | Weighted-average ~73% of target (company-level) | $153,300 (73% of $210,000 target) | Cash paid post-year end |
Equity awards (2024 grants and 2025 refresh):
| Award Type | Grant Date | Shares | Key Performance Metrics | Vesting Schedule |
|---|---|---|---|---|
| RSU (service-based) | Feb 7, 2024 | 57,931 | — | Quarterly over ~3 years from grant; 1/12 vested starting May 16, 2024, subject to continued service |
| PSU (performance-based; 2024 cycle) | Feb 7, 2024 | 28,193 earned (36.5% of total) | Revenue, Adjusted EBITDA, and non‑quantitative goals (2024 performance) | Earned at 73% of target; vesting over ~3 years from grant, service-based thereafter |
| RSU (service-based) | Feb 2025 | 65,397 | — | Quarterly over ~4 years from grant, subject to continued service |
| PSU (performance-based; 2025 cycle) | Feb 2025 | Not disclosed | Revenue, Adjusted EBITDA, and non‑quantitative goals (2025 performance) | One‑fourth vests post‑certification; remainder in 12 equal quarterly installments, service-based |
Outstanding equity awards (as of Dec 31, 2024):
| Award Type | Grant Date | Quantity | Strike/Value | Expiration | Vesting Notes |
|---|---|---|---|---|---|
| Stock Options (exercisable) | Jan 30, 2020 | 37,952 | $8.80 | Jan 30, 2030 | Legacy option grant; exercisable |
| Stock Options (exercisable) | Jan 30, 2020 | 4,548 | $8.80 | Jan 30, 2030 | Legacy option grant; exercisable |
| RSU (service-based) | Feb 6, 2023 | 35,055 | $174,924 market value (at $4.99/share) | — | Vests quarterly; 1/16 started May 16, 2023 |
| PSU (earned 2023) | Feb 6, 2023 | 10,387 | $51,831 market value (at $4.99/share) | — | 1/3 vested Feb 27, 2024; remaining in eight equal quarterly installments beginning May 16, 2024 |
| RSU (service-based) | Feb 7, 2024 | 43,450 | $216,816 market value (at $4.99/share) | — | Quarterly vest; 1/12 began May 16, 2024 |
| PSU (earned 2024) | Feb 7, 2024 | 28,193 | $140,683 market value (at $4.99/share) | — | Earned at 73% of target; service-based vesting thereafter |
Notes: Market value figures reflect closing price of $4.99 on Dec 31, 2024; this implies $8.80 options were out‑of‑the‑money at year‑end 2024 .
Equity Ownership & Alignment
Beneficial ownership (as of April 15, 2025):
| Holder | Total Beneficial Shares | % of Outstanding | Breakdown |
|---|---|---|---|
| Melanie Antoon | 151,283 | <1% | 91,548 shares held directly; 42,500 options currently exercisable; 17,235 RSUs vesting within 60 days |
Pledging/hedging:
- Insider Trading Policy prohibits hedging/monetization, derivative trading, short selling, margin purchases, and pledging shares as loan collateral (no executive exceptions disclosed in 2025) .
Ownership guidelines:
- Compensation committee oversees compliance with any applicable stock ownership guidelines for executive officers; specific multiples and compliance status are not disclosed .
Insider selling pressure:
- Antoon adopted a Rule 10b5‑1 plan on March 15, 2024 for potential sale of up to 77,417 shares through March 11, 2025, including a mix of held shares and equity that might vest, net of tax withholdings . Ongoing quarterly RSU vesting (2024 and 2025 grants) may create periodic sell‑to‑cover activity .
Employment Terms
| Provision | Regular Termination | Change‑in‑Control Termination | Equity Treatment |
|---|---|---|---|
| Cash Severance | Lump sum equal to 6 months of base salary | Lump sum equal to 12 months of base salary + 100% of annual target cash bonus | Full accelerated vesting of outstanding equity awards granted on or after IPO; PSUs deemed at target or greater based on actual performance at effective time; if awards are not assumed/continued/substituted, vesting accelerates in full even without termination immediately prior to the change in control . |
| COBRA | Up to 6 months | Up to 12 months | As above . |
| Trigger | Involuntary termination without cause or resignation for good reason outside CIC period | Involuntary termination without cause or resignation for good reason during CIC period | Mixture of double‑trigger for termination benefits plus single‑trigger acceleration if awards are not assumed/continued/substituted . |
| Release | Required for benefits | Required for benefits | Required for benefits . |
Employment agreement history and pay parameters:
- Antoon’s employment agreement (original Nov 2019; amended/restated July 2021 effective at IPO) provides for at‑will employment, with base salary increased to $350,000 effective Jan 1, 2024; target bonus increased from 50% to 60% in Jan 2022 .
Investment Implications
- Alignment: Shift to RSUs/PSUs (with revenue and Adjusted EBITDA metrics) improves pay‑for‑performance link; 2024 bonus and PSUs were funded at ~73% of target, suggesting moderate corporate goal attainment .
- Selling pressure: A 10b5‑1 plan (Mar 2024–Mar 2025) and ongoing quarterly RSU vesting can create predictable supply; monitor post‑vesting sell‑to‑cover cadence and any new plans filed after Mar 2025 .
- Ownership: Beneficial ownership is <1% with legacy options; options at $8.80 were out‑of‑the‑money at YE 2024 ($4.99 stock), limiting near‑term option‑exercise incentives; equity exposure primarily via RSUs/PSUs .
- Retention/CoC: Double‑trigger cash benefits with full acceleration of post‑IPO awards in a CIC termination and single‑trigger acceleration if awards are not assumed/continued/substituted—elevates deal‑related retention but may increase transaction‑related dilution .
- Risk controls: Prohibition on hedging/pledging, compensation committee oversight of clawback and ownership guidelines mitigate misalignment risks, though specific ownership multiples and compliance status are not disclosed .