Gili Brudno

About Gili Brudno

Playtika’s Chief Human Resources Officer since March 2023, Gili Brudno (age 51) leads global HR strategy, culture, and talent programs; she previously served as Chief People Officer at BioCatch (2021–2023), VP HR for SAP’s Global Services Sales Business (2015–2020), and held senior roles at Teva (2005–2015). She holds an MBA from the Paris School of Business and a BA in behavioral sciences from the College of Management Academic Studies in Israel . Company performance context during her tenure: revenues were modestly down in 2023–2024 while EBITDA fluctuated; the proxy’s pay-versus-performance table shows cumulative TSR value of $27 on a $100 base for 2024 (indicative of drawdown since the base period) .

Company financial performance (context for incentive alignment):

*Values retrieved from S&P Global.

Past Roles

External Roles

No public company directorships or external board roles disclosed for Ms. Brudno in the latest proxy .

Fixed Compensation

Not disclosed. Ms. Brudno was not a 2024 Named Executive Officer (NEO), and her base salary and bonus details are not included in the proxy’s 2024 compensation tables .

• Stock ownership guidelines (company-wide for executives): CEO 6x base salary; other executive officers (includes CHRO) 3x base salary; executives had three years to comply and, as of the proxy date, each executive officer satisfied the requirement .
• Anti-hedging and anti-pledging: Company policy prohibits hedging, short sales, derivatives, margin purchases, and pledging of company securities by directors, officers, and employees (material for alignment/retention risk) .

Performance Compensation

Individual incentive design for Ms. Brudno was not disclosed. For context, the company’s 2024 long-term incentive structure for NEOs included PSUs tied to three metrics and time-based RSUs:

• 2024 PSU metrics and thresholds (NEO program):
  • Annual Revenue Growth PSUs: Below threshold <1% (0% payout), Threshold 1% (50%), Target ≥2% (100%) .
  • Adjusted EBITDA PSUs: Vest if annual Adjusted EBITDA meets/exceeds target (target-only objective) .
  • 1-Year TSR PSUs: Below threshold <10% (0%), Threshold 10% (50%), Target ≥15% (100%) .
• RSU vesting cadence (NEO program): 2024 RSUs vest in substantially equal quarterly installments over three years (through December 15, 2027) .

Vesting acceleration (company LTI design for NEOs; terms for non-NEOs not disclosed):

• PSUs: Prorated vesting on Qualifying Termination pre-CIC; time-based vesting post-CIC with full acceleration upon Qualifying Termination after CIC .
• RSUs: Certain pre-2023 RSUs for NEOs accelerate upon Qualifying Termination (min 50% if termination before 50% vested) and fully upon CIC-related Qualifying Termination; 2024 RSUs are scheduled quarterly through 2027 .

Clawback policy: The company adopted a Dodd-Frank/Nasdaq-compliant clawback for Section 16 officers (covers incentive comp based on financial metrics and TSR/stock price) effective for compensation received on/after October 2, 2023 .

Equity Ownership & Alignment

Note on potential selling pressure: Company RSUs for NEOs vest quarterly through 2027; while Ms. Brudno’s grant details are not disclosed, such vesting schedules can create periodic liquidity events if executives sell shares upon vesting .

Employment Terms

• Start date/tenure: Chief Human Resources Officer since March 2023 .
• Employment agreement, severance, and change-in-control terms for Ms. Brudno: Not disclosed in the 2025 proxy. Company-wide executive templates in the proxy describe severance/CIC terms for certain Israel-based NEOs and equity award plans (see Performance Compensation) but do not enumerate terms for the CHRO .

Additional Company Compensation Context (useful for benchmarking alignment)

• 2024 say‑on‑pay support: ~85% approval at the 2024 annual meeting, indicating investor support for program design .
• Compensation peer group used for benchmarking (2024): Included Match Group, AppLovin, DraftKings, Electronic Arts, CyberArk, Pinterest, Roku, Take‑Two, IAC, Ziff Davis, Light & Wonder, AMC Networks, Xperi; Activision Blizzard removed post-acquisition .
• Target market positioning for 2025 decisions: cash around the 75th percentile; total direct compensation between 50th–75th percentile of peers (for NEOs) .

Investment Implications

• Alignment: Company-wide prohibitions on hedging/pledging and stock ownership guidelines (with confirmed compliance by executive officers) signal strong alignment and reduce downside misalignment risks for the HR function leadership .
• Performance linkage: While CHRO-specific awards are not disclosed, the NEO program ties equity to revenue growth, Adjusted EBITDA, and 1-year TSR—metrics that can benefit from effective talent, retention, and culture strategy led by HR, indirectly linking Ms. Brudno’s mandate to shareholder outcomes .
• Retention risk: Ms. Brudno’s tenure began in 2023; with multi-year LTI structures (for NEOs) vesting through 2027 and a company clawback framework in place, program design emphasizes retention and accountability; absence of CHRO-specific severance/CIC disclosure limits precision in retention risk modeling .
• Near-term selling pressure: Quarterly RSU vesting for NEOs can create periodic supply; CHRO grant details are not disclosed, so monitor Form 4s for any CHRO transactions to assess incremental pressure (company-level vesting cadence noted) .

References:

• Executive bio and role (tenure, education, prior roles):
• Company anti-hedging/anti-pledging; stock ownership guidelines and compliance:
• Say-on-pay result:
• Peer group and market positioning:
• LTI/PSU metrics and thresholds; RSU vesting and acceleration; CIC/termination treatment (NEO program):
• Clawback policy:
• Company financial performance (context): Revenues with citations above; EBITDA values from S&P Global (see table).