Ryan Taylor
Chief Revenue Officer and Chief Legal Officer at PLTR
Executive
About Ryan Taylor
Ryan Taylor, 43, serves as Palantir’s Chief Revenue Officer and Chief Legal Officer; he has been with Palantir since 2010. He holds a B.S. in Computer Science and an M.S. in Management Science & Engineering from Stanford University, and a J.D. from Harvard Law School . Company performance during 2024 included 29% year-over-year revenue growth and positive GAAP net income, with reported net income of $462,190,000 and a five-year pay-vs-performance TSR trajectory where a $100 initial investment in PLTR reached $796.11 by year-end 2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Palantir Technologies Inc. | Various roles leading to CRO & CLO | 2010–present | Revenue leadership and legal stewardship across commercial and government businesses |
External Roles
None disclosed for Ryan Taylor in the latest proxy .
Fixed Compensation
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Base Salary ($) | 437,925 | 437,925 | 437,925 |
| Stock Awards ($) | — | 5,085,743 | 11,367,363 |
| All Other Compensation ($) | 25,440 | 26,355 | 27,994 |
| Total ($) | 463,365 | 5,550,023 | 11,833,282 |
Performance Compensation
2024 Equity Grants (RSUs)
| Award Type | Grant Date | Shares (#) | Grant-Date Fair Value ($) | Vesting | Transfer Restriction |
|---|---|---|---|---|---|
| RSU | Mar 31, 2024 | 173,838 | 3,355,073 | 100% on grant date; settled at first quarterly vesting date thereafter | 9 months from vest date; sales allowed only for tax/fees |
| RSU | Jun 30, 2024 | 197,395 | 4,259,784 | 100% on grant date; settled at first quarterly vesting date thereafter | 9 months from vest date; sales allowed only for tax/fees |
| RSU | Sep 5, 2024 | 149,205 | 3,752,506 | 50% on grant date; 50% on Nov 20, 2024 | 12 months from each vest date; sales allowed only for tax/fees |
Vesting/settlement mechanics and restrictions were structured to serve as interim retention “bridges” while a longer-term program was developed .
2025 Transition Awards (structure disclosed)
| Award Type | Grant Date | Shares (#) | Exercise/Strike | Vesting | Performance Feature |
|---|---|---|---|---|---|
| RSU | Feb 2025 | Not disclosed | — | Partial vest at grant; remainder over next 5 quarters; 12-month transfer restriction on vested shares | Service-based; transfer limitations |
| Stock Appreciation Rights (SARs) | Apr 2025 | Not disclosed | Exercise price “significantly higher” than grant-date stock price | Exercisable only in limited future window; subject to service requirement | Stock-price condition; capped value |
2024 Realized Equity Activity
| Metric | 2024 |
|---|---|
| Shares acquired on vesting (#) | 520,438 |
| Value realized on vesting ($) | 19,594,983 |
| Shares acquired on option exercise (#) | 1,068,834 |
| Value realized on option exercise ($) | 30,092,189 |
Equity Ownership & Alignment
| Category | Detail |
|---|---|
| Beneficial Ownership (as of Apr 11, 2025) | 314,575 Class A; 32,307 Class B |
| Derivative/near-term | 66,670 Class A options exercisable within 60 days; 77,632 Class A RSUs expected to settle within 60 days |
| Outstanding Options (FY-end 2024) | 466,670 Class A options, fully vested and exercisable; strike $4.72; grant 06/04/2020 |
| Vested vs Unvested (2024 RSUs) | 2024 RSU awards vested fully on grant/Nov 20 and were no longer outstanding by FY-end |
| Pledging/Hedging | Hedging and pledging prohibited for NEOs; limited exceptions apply only to Board members and CEO |
| Ownership Guidelines | Not disclosed |
| Trading Plans | Executives encouraged to trade via 10b5-1 plans |
| Clawback | Mandatory recovery policy adopted Oct 2023 for restatements (non-discretionary) |
Insider Selling Pressure — Transfer Restriction Expiry Windows (signals)
- 9 months after Mar 31, 2024 vesting → restrictions lift late Dec 2024
- 9 months after Jun 30, 2024 vesting → restrictions lift late Mar 2025
- 12 months after Sep 5, 2024 vesting → restrictions lift Sep 5, 2025
- 12 months after Nov 20, 2024 vesting → restrictions lift Nov 20, 2025
Employment Terms
| Provision | Ryan Taylor |
|---|---|
| Employment start date | 2010 (at Palantir) |
| Severance | None currently; company may consider in future |
| Change-of-Control | No individualized CoC acceleration; potential payments table shows none for Taylor |
| Non-compete / Non-solicit | Not disclosed in proxy |
| Garden leave / Consulting | Not disclosed in proxy |
| Clawback | Company-wide policy adopted Oct 2023 |
Compensation Structure Notes
- Committee/Consultant: Compensation decisions overseen by independent Compensation, Nominating & Governance Committee; Semler Brossy as independent consultant .
- 2024 Interim RSUs: Granted to bridge retention as prior awards fully vested and long-term program was being designed; included transfer restrictions to align with shareholder interests .
- 2025 Long-term shift: Introduction of multi-quarter RSUs and SARs with high strike, future exercise window, service and stock-price conditions, and value cap to emphasize long-term value creation and retention .
- Peer Group: Committee used a 2024 peer set for assessment (e.g., Palo Alto Networks, CrowdStrike, Snowflake, Datadog, Zscaler, Workday, etc.) .
Performance & Track Record
| Measure | FY 2024 |
|---|---|
| Revenue YoY Growth | 29% |
| GAAP Net Income | $462,190,000 |
| Pay-vs-Performance TSR (value of $100) | $796.11 |
Additional context: 2024 CAP figures for executives are driven primarily by equity value changes amid strong stock performance, per SEC Pay vs Performance methodology .
Say-on-Pay & Shareholder Feedback
| Item | Result |
|---|---|
| 2023 Say-on-Pay (advisory) | For: 1,470,070,205; Against: 65,382,345; Abstain: 21,084,300; Broker non-votes: 477,894,790 |
| Frequency | Every three years; next in 2026 |
Vesting Schedules — Detailed Table (2024 grants)
| Grant | Vesting Dates | Shares Vesting | Transfer Restriction Window |
|---|---|---|---|
| Mar 31, 2024 RSU | Mar 31, 2024 (100%) | 173,838 | 9 months post-vesting |
| Jun 30, 2024 RSU | Jun 30, 2024 (100%) | 197,395 | 9 months post-vesting |
| Sep 5, 2024 RSU | Sep 5, 2024 (50%); Nov 20, 2024 (50%) | 74,603; 74,602 | 12 months post each vest date |
Investment Implications
- Retention signals improving: Interim 2024 RSUs addressed gap after prior awards fully vested; 2025 RSU/SAR structure introduces longer-dated, price-contingent incentives that better align retention with shareholder value creation .
- Supply overhang timing: Transfer restrictions create defined unlock windows in late 2024, Mar 2025, Sep 2025, and Nov 2025, indicating potential periods of incremental insider selling; SARs defer realizable value to a future window with price hurdles and caps, reducing near-term supply pressure .
- Alignment safeguards: Hedging/pledging prohibitions for NEOs, mandatory clawback for restatements, and encouragement of 10b5-1 trading plans support alignment and mitigate governance risk .
- Limited downside protection: Absence of bespoke severance/change-of-control economics for Taylor suggests lower “pay insurance,” increasing reliance on equity value realization and continued performance execution .