David Glazer
Chief Financial Officer and Treasurer at PLTR
Executive
About David Glazer
David Glazer (age 41) is Palantir’s Chief Financial Officer and Treasurer; he has served in various roles at Palantir since 2013. He holds a B.A. in History from Santa Clara University and a J.D. from Emory University School of Law . Company performance during his tenure includes positive GAAP net income and operations in each quarter of 2024, with management citing 29% year‑over‑year revenue growth in 2024 , and pay‑vs‑performance TSR values rising from $67.58 to $796.11 per $100 initial investment from 2022 to 2024 .
Company performance (latest 3 fiscal years)
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues ($USD) | 1,905,871,000 | 2,225,012,000 | 2,865,507,000 |
| EBITDA ($USD) | -138,679,000* | 153,320,000* | 341,990,000* |
Values marked with * retrieved from S&P Global.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Palantir Technologies Inc. | Chief Financial Officer & Treasurer | 2013–present | Senior finance leadership; responsible for capital allocation, reporting, and controls |
External Roles
- No external directorships or committee roles disclosed for David Glazer in the proxies reviewed .
Fixed Compensation
| Component | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Base Salary ($) | 450,200 | 450,200 | 450,200 |
| Target Bonus (%) | — (not disclosed) | — (not disclosed) | — (not disclosed) |
| Actual Bonus Paid ($) | No bonuses to NEOs | No bonuses to NEOs | No bonuses to NEOs |
Perquisites
| Perquisite | FY 2022 ($) | FY 2023 ($) | FY 2024 ($) |
|---|---|---|---|
| Tax services stipend | 16,100 | 16,100 | 16,100 |
| Additional umbrella liability insurance | 7,540 | 8,455 | 10,094 |
Performance Compensation
Interim RSU “bridge” awards were granted to Glazer across 2024 to address retention and alignment while the long‑term program was being redesigned .
| Award Type | Grant Date | Shares Granted (#) | Grant‑Date Fair Value ($) | Vesting | Transfer Restrictions |
|---|---|---|---|---|---|
| RSU | 3/31/2024 | 173,838 | 3,355,073 | 100% on grant date; settled on next quarterly vest date | 9 months lock‑up post vest (tax sales allowed) |
| RSU | 6/30/2024 | 197,395 | 4,259,784 | 100% on grant date; settled on next quarterly vest date | 9 months lock‑up post vest (tax sales allowed) |
| RSU | 9/5/2024 | 149,205 | 3,752,506 | 50% on grant date; 50% on 11/20/2024 | 12 months lock‑up post vest (tax sales allowed) |
2025 transition to long‑term incentives: RSUs granted in February 2025 vest partly on grant and over 5 quarters, with a 12‑month transfer restriction; April 2025 stock appreciation rights (SARs) were granted with a per‑share exercise price significantly above grant‑date stock price, service‑based and stock‑price conditions, a capped value, and exercisability only during a limited future window .
2024 realized equity activity (selling pressure indicators)
| Activity | 2024 Quantity (#) | 2024 Value ($) |
|---|---|---|
| Options exercised | 945,126 | 35,798,228 |
| RSU shares vested | 520,438 | 19,594,983 |
Equity Ownership & Alignment
| Security | Shares | As‑of Date |
|---|---|---|
| Class A common stock beneficially owned | 1,297,351 | April 11, 2024 |
| Class B common stock beneficially owned | — | April 11, 2024 |
| Options exercisable (Class A) | 534,043 (exercise price $4.72; exp. 6/03/2030) | December 31, 2024 |
| Unvested RSUs outstanding | — (no 12/31/2024 RSU balance) | December 31, 2024 |
Policies supporting alignment
- Hedging and pledging of company securities prohibited for NEOs; margin accounts also prohibited (limited exceptions for certain directors/CEO) .
- Clawback Policy adopted October 2023; non‑discretionary recovery of excess incentive pay upon accounting restatement per SEC/Nasdaq rules; equity awards subject to recoupment .
- Executives encouraged to trade using 10b5‑1 plans .
Employment Terms
- Severance/change‑in‑control agreements: Palantir discloses no severance or change‑in‑control arrangements for NEOs other than specific acceleration provisions in equity plans; Karp has separate post‑termination security support arrangements, not applicable to Glazer .
- Change‑in‑control acceleration: Under the 2010 Plan, awards generally accelerate 25% if not assumed/substituted by a successor; Glazer’s 2022 year‑end potential value was $8,679,709 (RSUs $8,424,709; options $255,000) given his then-unvested awards; at 2023 and 2024 year‑end, no C‑in‑C value was disclosed for Glazer due to lack of unvested awards .
| Year‑end | Potential Change‑in‑Control Value ($) |
|---|---|
| FY 2022 | 8,679,709 |
| FY 2023 | — |
| FY 2024 | — |
Compensation Peer Group (for benchmarking and design context)
- 2024/2025 peer set considered (after removing Coupa, VMware, Splunk due to acquisitions): Palo Alto Networks; Okta; Autodesk; Paycom; Cloudflare; Snowflake; CrowdStrike; The Trade Desk; Datadog; Twilio; DocuSign; UiPath; Fortinet; Unity; HubSpot; Workday; MongoDB; Zscaler . Committee used peer data as an input but did not target specific percentiles; Semler Brossy engaged as independent consultant .
Say‑on‑Pay & Shareholder Feedback
- First advisory vote on NEO compensation (June 2023): For 1,470,070,205; Against 65,382,345; Abstain 21,084,300; Broker non‑votes 477,894,790. Next say‑on‑pay vote expected in 2026 (triennial cadence) .
Compensation Structure Analysis
- 2024: Introduction of short‑term “bridge” RSUs with enforced 9–12 month transfer restrictions to address retention for Glazer and Taylor after prior awards fully vested .
- 2025: Transition to longer‑term program—multi‑quarter RSU vesting and SARs with high strike, capped value, and limited future exercise window—improves alignment to sustained stock price performance and retention .
- Cash compensation remained modest; no annual bonuses paid to NEOs in 2022–2024, emphasizing equity‑linked pay .
Risk Indicators & Red Flags
- Hedging/pledging prohibited for NEOs; clawback policy in place—reduces misalignment risk .
- Broad‑based June 2020 option exchange for non‑CEO NEOs (repricing to $4.72) disclosed historically; useful context for legacy equity profiles .
- 2024 significant option exercises and RSU vesting by Glazer were subject to 9–12 month sale restrictions on RSU shares, mitigating immediate selling pressure .
Investment Implications
- Retention risk has been proactively managed via 2024 “bridge” RSUs and 2025 long‑term RSUs/SARs; the 12‑month transfer restrictions and SAR structure (high strike, capped value, limited window) align incentives to multi‑year value creation and constrain near‑term selling .
- Absence of cash bonuses and limited fixed pay underscore equity‑centric incentives; with company TSR and revenue momentum cited in 2024, equity linkage is likely to remain the primary driver of compensation outcomes .
- No severance/change‑in‑control cash entitlements for Glazer (beyond plan‑level equity treatment) suggest lower termination cash liabilities; equity acceleration potential depends on future unvested balances .