Sarah Griffis
WM TECHNOLOGYAbout Sarah Griffis
Sarah Griffis, 36, has served as MAPS’ Chief Technology Officer since January 2025, joining from senior engineering leadership roles at healthcare companies Cerebral (CTO, Jan 2022–Dec 2024), GoodRx (Director of Engineering, May 2020–Jan 2022), and Kindbody (Founding member & Head of Engineering, Jul 2018–May 2020). She holds a B.S. in Environmental and Science Engineering from the California Institute of Technology . Her employment offer was accepted on December 2, 2024 with a start by January 6, 2025 . Under her technology leadership, management cited “significant progress” on a slate of new products and noted continued adjusted EBITDA profitability and positive cash flow streaks, though Q2 revenue was slightly below expectations .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Cerebral Inc. (healthcare) | Chief Technology Officer | Jan 2022 – Dec 2024 | Senior technology leadership at a healthcare company |
| GoodRx (healthcare) | Director of Engineering | May 2020 – Jan 2022 | Engineering leadership at a healthcare company |
| Kindbody (healthcare) | Founding Member & Head of Engineering | Jul 2018 – May 2020 | Early-stage engineering leadership at a healthcare company |
External Roles
- No external public company board roles or committee positions are mentioned in her proxy biography .
Fixed Compensation
| Component | Detail | Source |
|---|---|---|
| Base Salary | $400,000 annualized | |
| Target Annual Bonus | 50% of base salary; earned per quantifiable goals set by senior management under the Annual Incentive Plan | |
| Signing Bonus | $25,000 lump sum within 30 days of start; repayable in full if terminated for Cause within 12 months, or pro rata if voluntary resignation within 12 months | |
| Benefits | Eligible for employee benefits on same basis as similarly situated employees; subject to plan terms | |
| Payroll/Withholdings | All payments subject to required withholdings | |
| Vacation & Sick Leave | Per Employee Handbook policies; accrued unused vacation paid upon termination |
Performance Compensation
Annual Cash Incentive
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Annual Incentive Plan (quantifiable goals set by senior management) | Not disclosed | 50% of base salary | Not disclosed | Not disclosed | N/A (cash) |
Equity Awards
| Award Type | Grant Date | Units/Value | Performance Metrics | Vesting | Source |
|---|---|---|---|---|---|
| Restricted Stock Units (RSUs) | Post-commencement; subject to Compensation Committee approval | 1,800,000 units (recommended) | None stated in offer | Not disclosed | |
| Stock Options | — | None (Company does not grant options or option-like instruments) | — | — |
Company practice for RSUs granted to certain NEOs/CEO has been equal quarterly vesting over three years (e.g., Francis, Camire), but Ms. Griffis’ RSU vesting schedule is not disclosed .
Equity Ownership & Alignment
- Beneficial ownership for Ms. Griffis is not itemized in the 2025 proxy’s beneficial ownership table (directors and Named Executive Officers listed; CTO not individually shown) .
- Hedging/Pledging: Prohibited for directors, officers, employees and designated consultants (no short sales, margin accounts, pledging, derivatives, or hedging/monetization transactions) .
- Clawback: Incentive Compensation Recoupment Policy adopted (2023) and amended/restated (2024), applicable to executive officers ; offer letter also subjects incentive compensation to recovery as required by law/listing rules .
- Stock Ownership Guidelines: Not disclosed for executives in the 2025 proxy with respect to Ms. Griffis .
Employment Terms
| Term | Detail | Source |
|---|---|---|
| Position & Reporting | Chief Technology Officer; reports to CEO; Austin, Texas office | |
| Start & At-Will Status | Start no later than Jan 6, 2025; employment is at-will | |
| Arbitration Agreement | Mandatory individual arbitration with class/collective action waiver under FAA; covers employment-related claims; effective upon signature | |
| Confidentiality/Assignments | Confidential Information & Assignment of Inventions Agreement; injunctive relief for trade secret breaches; governed by CA law; termination certificate possible; agreement survives termination | |
| Notice Expectation | Agreement notes at-will status; references two weeks’ notice in context of termination expectation | |
| Clawback Language | Compensation subject to recovery as required by law/Nasdaq listing rules or policy | |
| Change-in-Control/Severance | Company maintains double-trigger change-in-control arrangements for certain NEOs (Francis, Camire) via Severance Plan; Ms. Griffis’ eligibility not disclosed |
Compensation Structure Analysis
- Pay mix emphasizes at-risk pay (cash incentive tied to quantifiable goals and RSUs), consistent with MAPS’ philosophy to align executives with long-term equity value; executive program designed without option grants and with multi-year vesting .
- Governance safeguards include prohibition on hedging/pledging and a compliant clawback policy, with no excise tax gross-ups on change-in-control arrangements .
- Shareholder sentiment is supportive: 98.22% say-on-pay approval at 2024 annual meeting, considered in 2025 decisions .
Investment Implications
- Alignment: Base salary ($400k) plus a 50% target bonus and a recommended 1.8M RSU grant (subject to approval) tie compensation to performance and equity value; clawback and anti-hedging/pledging policies further align incentives with shareholders .
- Retention risk and selling pressure: Vesting schedule for Ms. Griffis’ RSUs is not disclosed; company practice for NEO RSUs is quarterly vesting over three years, which if applied would create periodic vesting events that can correlate with liquidity windows; monitor Form 4 filings to gauge award approvals and vesting cadence .
- Execution risk: New CTO from healthcare tech; management highlights product pipeline progress under her leadership, alongside ongoing industry headwinds and Q2 revenue below expectations; continued adjusted EBITDA profitability and positive cash flow streaks indicate operational rigor but macro headwinds could constrain incentive attainment .
- Change-in-control economics: Double-trigger CIC benefits exist for certain NEOs (Francis, Camire); Ms. Griffis’ eligibility is not disclosed, leaving uncertainty on her CIC protections and potential accelerated vesting .