Todd McNabb
PagerDutyAbout Todd McNabb
Todd McNabb was appointed Chief Revenue Officer (CRO) at PagerDuty effective September 29, 2025, leading global go-to-market across sales, services, support, and success . Management characterized McNabb as an enterprise-focused leader with 25+ years of experience across AIOps, infrastructure, VMware, and global strategic accounts . Around his appointment, PagerDuty reported Q2 FY2026 revenue of $123.4M (+6.4% YoY), ARR of $499M (+5% YoY), and a non-GAAP operating margin of 25.4% . Age, education, and PD-specific TSR are not disclosed in PD filings; PD did not disclose McNabb’s initial PD compensation in available documents .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| PROS Holdings, Inc. (ticker PRO) | Chief Revenue Officer | Ended Jul 19, 2025 | Prior NEO; termination terms included base salary severance, bonus installments at 100% targets, and acceleration of equity that would vest within 12 months . |
External Roles
No public company directorships or external roles for McNabb are disclosed in PD filings or releases.
Fixed Compensation
- PD has not disclosed McNabb’s base salary, target bonus, or grant values in the appointment press release or subsequent filings available; only role and start date were announced .
Performance Compensation
Company program design (FY2025 NEO disclosures; not specific to McNabb):
- Annual cash bonus (Short-Term Incentive): Metrics were ARR (70% weight) and non-GAAP operating margin (30% weight), with FY2025 payments equal to 83.75% of target based solely on corporate achievement .
- PSUs: FY2025 PSUs for NEOs were earned based on GAAP revenue (100% weight), with payout at 76.3% of target; earned PSUs vest over three years subject to continuous service .
| Component | Metric | Weighting (%) | Target | Actual | Payout (% of Target) | Vesting |
|---|---|---|---|---|---|---|
| Short-Term Incentive (FY2025 NEO program) | ARR | 70 | Not disclosed | Not disclosed | 83.75% | N/A |
| Short-Term Incentive (FY2025 NEO program) | Non-GAAP Operating Margin | 30 | Not disclosed | Not disclosed | 83.75% | N/A |
| PSUs (FY2025 NEO program) | GAAP Revenue | 100 | Not disclosed | Not disclosed | 76.3% | 3-year time-based after certification |
Design specifics: ARR payment matrix (0–200% with threshold at 94% of target) and non-GAAP OM matrix (0–200% with threshold at 80% of target) . PSU revenue performance band mapped to 0–200% eligibility vs revenue target (96% threshold to 102% maximum) .
Equity Ownership & Alignment
- PD has not disclosed McNabb’s PD equity ownership, RSU/PSU grants, option holdings, or any share pledging/hedging in available filings to date .
Employment Terms
- PagerDuty: Appointment as CRO effective September 29, 2025; no PD employment agreement or severance terms disclosed in available PD filings/releases .
- Prior company (PROS Holdings): Termination occurred July 19, 2025; severance included 100% of then-current base salary over 12 months, unpaid bonus for completed periods, target bonus installments for 12 months, and acceleration of equity scheduled to vest within 12 months . If a change in control closed before January 19, 2026, additional “double-trigger” severance included a lump sum of 50% annual base salary, accelerated payment of remaining target bonus installments plus six months’ additional target bonus, and full acceleration of unvested equity . Golden parachute estimates for merger scenarios disclosed total cash of $450,000 and total equity of $4,024,715 for McNabb (assumptions detailed in filing) .
| Employer | Trigger | Cash | Bonus Treatment | Equity Acceleration | Notes |
|---|---|---|---|---|---|
| PROS | Non–CIC termination (Jul 19, 2025) | 100% base salary over 12 months | Unpaid bonus for completed periods (lump); target bonus at 100% over 12 months (installments) | Acceleration of awards that would vest within 12 months | Subject to release, non-compete, non-solicit; Section 409A timing |
| PROS | CIC within 6 months of termination (before Jan 19, 2026) | Lump sum 50% base salary + accelerate remaining base salary installments | Accelerate remaining target bonus installments + additional six months of target bonus | Full acceleration of all unvested equity | Golden parachute estimates disclose $450,000 cash and $4,024,715 equity |
PD Performance Context Near McNabb’s Start
| Metric | Q2 FY2026 |
|---|---|
| Revenue ($USD Millions) | $123.4 |
| YoY Revenue Growth (%) | 6.4% |
| ARR ($USD Millions) | $499 |
| Dollar-Based Net Retention (%) | 102% |
| Non-GAAP Operating Margin (%) | 25.4% |
Investment Implications
- Compensation alignment: PD’s executive program ties incentive pay to ARR and non-GAAP operating margin and PSUs to GAAP revenue, emphasizing revenue quality and operating efficiency—key levers for a CRO transitioning the go-to-market toward larger enterprise deals and improved retention .
- Retention and disclosure gap: PD has not yet disclosed McNabb’s PD-specific compensation, grants, or ownership; near-term signals will come from an 8-K (Item 5.02) with his offer terms and subsequent Form 4 filings detailing initial equity and any sales or pledges .
- Execution risk vs. value creation: Management expects McNabb to drive enterprise GTM consistency and adoption of AI-led products; positive leading indicators include stronger pipeline and international performance, but seat optimization and longer enterprise cycles remain execution risks to near-term growth .