Susan Insley
About Susan Insley
Susan Insley, age 57, was appointed Chief Operating Officer (COO) of NextNav Inc. in March 2025 after a career leading human resources and finance functions at technology companies including VMware, Intel, and VeriSign; she holds a bachelor’s degree in finance from the University of Georgia and professional certifications in Internal Audit and Risk Management Assurance . During Q1 2025 (her early tenure period), NextNav reported revenue of $1.539 million versus $1.046 million in the prior-year quarter, an operating loss of $17.0 million, and a net loss of $58.6 million, reflecting higher professional fees and changes in fair value items tied to financing actions . She also serves on the board of Team Telomere, a nonprofit supporting those affected by Telomere Biology Disorders .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| VMware | Senior Vice President of Human Resources | 2016–2024 | Led transformative talent strategies and guided executive leadership through major organizational transitions |
| Intel | HR/Finance leadership roles | Not disclosed | Contributed to business growth through people strategy and finance alignment |
| VeriSign | HR/Finance leadership roles | Not disclosed | Supported scaling and execution in technology operations |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Team Telomere | Board Member | Current (years not disclosed) | Supports individuals affected by Telomere Biology Disorders and advances research toward a cure |
Company Performance (context for COO execution)
| Metric | Q1 2024 | Q1 2025 |
|---|---|---|
| Revenue ($USD Millions) | $1.046 | $1.539 |
| Operating Loss ($USD Millions) | $(16.150) | $(17.004) |
| Net Loss ($USD Millions) | $(31.610) | $(58.579) |
Equity Ownership & Alignment
- Anti-hedging and anti-pledging policy applies company-wide, prohibiting short sales, derivatives, margin purchases, borrowing against company securities, and pledging as collateral; this aligns executives’ downside exposure with shareholders .
- 10b5-1 trading plan: On August 19, 2025, Insley adopted a Rule 10b5-1 sales plan that automatically sells shares upon RSU vesting in amounts sufficient to satisfy tax withholding obligations; the plan expires on September 30, 2026. The exact number of shares sold depends on market price at vest and other factors, and the plan is structured solely for withholding (not discretionary selling) .
- Implication: Scheduled sales for tax withholding typically reduce ad hoc selling pressure; absence of pledging mitigates alignment risk .
Employment Terms
- Company-level clawback policy compliant with SEC Rule 10D-1 and Nasdaq: In the event of an accounting restatement, erroneously received incentive-based compensation must be recovered from current and former executive officers for the excess over the corrected amount; limited exceptions may apply per Nasdaq rules .
- Insider trading policy: Enforces blackout periods and prohibits speculative transactions, hedging, margin purchases, and pledging across directors, officers, employees, and consultants .
- Note: Insley’s individual employment agreement terms (base salary, bonus targets, severance, and change-of-control mechanics) were not disclosed in the 2025 Proxy; the company disclosed detailed agreements for other NEOs (e.g., CEO, CFO) but not for Insley. Skip until disclosed .
Performance Compensation (structure context)
- For 2024 NEOs, annual bonuses were tied to: (1) management of the P&L with expense focus; (2) continued development of PNT technologies; and (3) actions to optimize spectrum assets. Target bonus percentages set by role (e.g., CEO 60%, CFO 45%, COO 50%) with payout discretion in cash and/or RSUs; RSU bonus awards for 2024 vested immediately upon grant in March 2025 (non-CEO) .
- Equity instruments used: time-based RSUs and stock options with strike price at the greater of 110% of trailing 20-day average or fair market value; vesting commonly structured with initial cliff and subsequent quarterly tranches to foster retention .
- Note: These program parameters signal the company’s pay-for-performance approach; Insley’s specific incentive metrics and targets were not disclosed. Skip individual payout details until disclosed .
Risk Indicators & Red Flags
- Pledging/hedging: Prohibited by policy (reduces alignment risk) .
- Clawback: Active, restatement-triggered recovery of incentive comp (supports governance and pay discipline) .
- Trading arrangements: Insley’s 10b5-1 plan limited to withholding on RSU settlements (routine governance practice; not discretionary selling) .
- Executive transitions: Prior COO moved to Chief Innovation Officer in March 2025, and a new CFO was appointed in September 2025—both indicate ongoing leadership realignment during commercialization efforts .
Investment Implications
- Alignment signals are constructive: anti-pledging/hedging and clawback policy reduce governance risk; Insley’s 10b5-1 plan focuses on withholding rather than opportunistic selling, limiting overhang fears tied to discretionary insider sales .
- Execution focus: Insley’s HR/operations pedigree is suited to scaling talent and processes as NextNav advances PNT commercialization; near-term financials show revenue growth but sustained losses and financing-related fair value impacts, emphasizing operational discipline and cost control—key levers for incentive outcomes .
- Data gap watch-outs: Absence of disclosed base salary, target bonus, severance, and change-of-control details for Insley limits precise pay-for-performance analysis; monitor future proxies and 8-Ks for employment agreement terms and award disclosures .