Lauren Antonoff
About Lauren Antonoff
Lauren Antonoff, 55, is Chief Operating Officer (COO) of Life360, Inc., a role she has held since May 2023 after senior leadership roles at GoDaddy and an 18+ year career at Microsoft; she holds a B.A. in Rhetoric and Political Science from the University of California, Berkeley . In 2024, Life360 delivered 22% revenue growth to $371.5M, positive Adjusted EBITDA of $45.5M, and improved net loss to $(4.6)M, achievements that were core inputs to executive incentive outcomes under newly introduced performance equity plans . Since its U.S. listing reference date (June 27, 2022), Life360’s pay-versus-performance disclosure shows the value of a $100 investment in LIF at $643 for 2024, indicating strong TSR over that measurement period . The company maintains an SEC/Nasdaq-compliant clawback policy and insider trading policy, including prohibitions on hedging and restrictions on pledging, aligning incentive outcomes with long-term, compliant performance .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| GoDaddy Inc. | President, U.S. Small Business Division | Nov 2019 – Jan 2022 | Led U.S. SMB operations during a core growth period for presence/commerce solutions . |
| GoDaddy Inc. | SVP & GM, Presence and Commerce | Mar 2015 – Nov 2019 | Drove product/commerce strategy underpinning SMB presence offerings . |
| Microsoft Corporation | Various program management roles culminating as Director, Program Management for SharePoint | ~1997–2015 (18+ years) | Scaled enterprise collaboration product management for SharePoint . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Momentive Global Inc. | Director | Aug 2022 – May 2023 | Served on the board prior to joining Life360 as COO . |
Fixed Compensation
| Component | 2024 | 2023 | Notes |
|---|---|---|---|
| Base Salary ($) | 475,000 | 298,295 | 2024 increase reflects market alignment; NEO base salaries targeted ~30th–50th percentile . |
| Target Bonus (%) | 50% | 50% | COO target unchanged YoY . |
| Target Bonus ($) | 237,500 | 157,932 (paid) | 2023 amount shown reflects paid non‑equity incentive . |
| Actual Annual Bonus Paid ($) | 225,625 | 157,932 | 2024 payout used 100% company and 90% individual multipliers (50%/50% split) . |
| One‑time Transaction Bonus ($) | — (none) | 80,000 (sign‑on/bonus) | 2024 transaction bonuses were granted to CEO, CFO, and GC; not to COO . |
Performance Compensation
- Annual Incentive Plan design (2024): 50% Company metrics and 50% individual performance; payout range 0–200% .
- Company metrics included revenue, MAUs, paying circles and Adjusted EBITDA; 2024 performance achieved 100% Company multiplier (Revenue $371.5M vs $375M target; MAUs 79.6M vs 70.1M target; Paying Circles 2.3M vs 2.2M target; Adj. EBITDA $45.5M vs $33.6M target) .
- Individual multiplier approved at 90% for COO in 2024; Final bonus $225,625 .
| Metric (Annual Bonus) | Weighting | Target | Actual | Payout |
|---|---|---|---|---|
| Company Performance (revenue, MAUs, paying circles, Adj. EBITDA) | 50% | See targets | Achieved 100% multiplier | 100% |
| Individual Performance | 50% | N/A | Assessment by Committee | 90% |
- Performance RSUs (PRSUs) introduced in 2024: COO awards weighted 40% PRSUs and 60% time‑based RSUs; PRSUs tied 50% to Revenue and 50% to Adjusted EBITDA with threshold/maximum gates and a cap on revenue payout without EBITDA threshold .
- 2024 PRSU achievement certified at 134.9% of target; COO eligible to vest 41,685 shares; 25% vests on first quarterly vesting date after certification (Feb 15, 2025), remaining 75% converts to time‑based RSUs vesting in 12 equal quarterly installments, subject to continued employment .
| Equity Incentive | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| 2024 PRSUs | Revenue (50%) / Adjusted EBITDA (50%) | 50%/50% | $375M / $33.6M | $371.484M / $45.484M | 134.9% total | 25% after certification; 75% in 12 quarterly installments . |
| 2024 Time‑based RSUs | Service | — | 46,350 units | N/A | N/A | Monthly over 4 years from Jan 1, 2024 . |
Equity Ownership & Alignment
- Beneficial ownership (as of March 31, 2025): 136,091 shares (<1%), including 101,427 shares held directly and 34,664 RSUs that vested/will vest but not issued within 60 days for administrative reasons .
- Unvested equity at 12/31/2024 included 165,257 RSUs (2023 grant), 35,729 time‑based RSUs (2024), and 41,685 earned PRSUs (2024), with disclosed market values based on $41.27/share .
- Company policy prohibits hedging and restricts pledging of company securities without approval; no individual pledging by Ms. Antonoff is disclosed .
| Ownership detail | Amount |
|---|---|
| Total beneficial ownership (3/31/2025) | 136,091 shares (<1%) . |
| Directly held shares | 101,427 . |
| RSUs counted for ownership (administrative timing) | 34,664 . |
| Unvested RSUs (5/18/2023 grant) | 165,257 ($6,820,156 at $41.27) . |
| Unvested RSUs (3/27/2024 time‑based) | 35,729 ($1,474,536 at $41.27) . |
| Earned PRSUs (3/27/2024) | 41,685 ($1,720,340 at $41.27) . |
| Options (exercisable/unexercisable) | None disclosed for COO . |
| Hedging/Pledging | Hedging prohibited; pledging only with approvals per policy . |
Additional alignment indicators:
- Insider Trading Policy mandates blackout periods, pre‑clearance for Designated Insiders, and restrictions on derivative transactions, short sales, and margin pledging without approvals .
- SEC/Nasdaq-compliant clawback policy applies to incentive compensation upon an Accounting Restatement, regardless of fault .
Employment Terms
| Term | Details |
|---|---|
| Employment | At‑will; six months’ notice by company for termination without Cause; six months’ notice by executive for voluntary resignation (Board may waive) . |
| Severance (no CIC, termination w/o Cause or resignation for Good Reason) | 6 months base salary ($237,500) plus up to 6 months COBRA premiums ($17,696) subject to release and other conditions . |
| Change‑of‑Control (CIC) | If terminated by company other than for Cause or by executive for Good Reason within 12 months after a CIC: full acceleration of all RSU awards (estimated $10,015,032 at 12/31/2024) . |
| Equity vesting patterns | 2024 RSUs vest monthly over 4 years from Jan 1, 2024; 2023 RSUs vested one‑third on May 2, 2024; remainder monthly over 2 years; 2024 PRSUs: 25% after certification, 75% quarterly over 3 years . |
| Good Reason definition | Material reduction in duties/authority; change in reporting; material reduction in salary/bonus opportunity; relocation >40 miles; or material breach by company . |
| Clawback | Incentive Compensation Recoupment Policy compliant with Rule 10D‑1/Nasdaq . |
| Hedging/Pledging | Hedging prohibited; pledging only with approvals (Board for directors; GC for employees) . |
Board Governance (Service History, Committees, Dual-role implications)
- Life360 Board composition (2025 Proxy) does not list Ms. Antonoff as a director; she is an executive officer (COO). She previously served externally on the board of Momentive Global Inc. (Aug 2022–May 2023) .
- Board independence: six of nine directors are independent; the Board has an independent Chair separate from the CEO, reducing dual‑role concerns (no CEO/Chair combination) .
- Committee structure: Audit, Compensation, and Nominating & Corporate Governance Committees; all members are independent and the Audit Committee chair is designated a financial expert .
- Board operations: 14 meetings in the last fiscal year; each director attended ≥85% of Board/committee meetings .
Compensation Structure Analysis
- Introduction of PRSUs in 2024 increased at‑risk, performance‑linked equity for the COO (40% PRSUs / 60% time‑based RSUs), with balanced top‑ and bottom‑line metrics and a revenue gate tied to EBITDA threshold .
- Annual bonus retained a 50% Company/50% individual structure; 2024 Company multiplier was 100% and individual multiplier 90% for Ms. Antonoff, reflecting strong financial/operational performance and qualitative factors .
- Market positioning: Base salaries for NEOs targeted ~30th–50th percentile of peers; Compensation Committee uses an independent consultant (Compensia) and a defined peer group for benchmarking .
- Stockholder input: 2024 say‑on‑pay passed by a majority but below desired support; company responded by adding performance‑based equity and expects to continue evolving practices .
Say‑on‑Pay & Peer Group
- Say‑on‑pay: Majority approval in 2024, but at a level “well below” target expectations; management increased performance linkage (PRSUs) following feedback .
- 2024 compensation peer group includes companies such as Alarm.com, Clear Secure, Everbridge, Matterport, PagerDuty, and others selected based on location, industry fit, and size (rev/market cap) .
Performance & Track Record
- 2024 highlights: Revenue $371.5M (+22% YoY), Positive Adjusted EBITDA $45.5M (above guidance), positive operating cash flow $32.6M, and year‑end cash and equivalents $160.5M .
- Pay‑versus‑Performance: Company’s $100 investment value metric reached $643 in 2024 since the measurement start, while net loss narrowed materially, aligning incentive outcomes with shareholder value creation .
Investment Implications
- Incentive alignment: The 2024 shift to PRSUs (40% of COO equity) tied to revenue and Adjusted EBITDA with a profitability gate should better align upside with sustainable growth; 2024 payout at 134.9% signals outperformance vs targets on EBITDA while revenue was near target .
- Vesting dynamics: Significant unvested RSU/PRSU holdings and monthly/quarterly vesting cadence indicate ongoing equity issuance to the COO; monitor Forms 4 and 10b5‑1 activity for potential transaction timing within policy windows .
- Retention and CIC protections: Six‑month severance and double‑trigger acceleration of all RSUs on qualifying post‑CIC termination support retention but could influence deal‑related dilution and post‑CIC supply; investors should model RSU acceleration scenarios given disclosed estimated values .
- Governance risk mitigants: Independent Chair, committee independence, insider trading controls, and a compliant clawback policy reduce governance and compensation risk, supporting pay for performance credibility .
All data above are sourced from Life360’s 2025 DEF 14A (filed April 16, 2025) and 2024 Form 10‑K (filed February 27, 2025). Citations provided inline.