Mary Margaret Curry
About Mary Margaret Curry
Mary Margaret Curry is Chief Financial Officer and Treasurer of Comscore (SCOR) since July 2022; she joined Comscore in 2011 after nine years with KPMG. She is 46, holds bachelor’s and master’s degrees in accounting from East Carolina University, and is a Certified Public Accountant . 2024 performance outcomes that informed pay decisions: revenue was $356.0M vs a $390.0M target and adjusted EBITDA was $42.4M vs a $55.0M target, yielding an 8% annual bonus payout for executives driven by culture objectives ; company net loss was $60.248M in 2024 and cumulative TSR (value of $100) declined from $34.73 (2022) to $25.00 (2023) to $8.74 (2024) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Comscore | Chief Financial Officer & Treasurer | Jul 2022–present | Oversight of finance amid capital structure changes; compensation tied to revenue, EBITDA and culture outcomes . |
| Comscore | Chief Accounting Officer | Nov 2021–Dec 2021 | Led accounting; precursor to CFO role . |
| Comscore | SVP & Controller | Nov 2020–Dec 2021 | Controlled financial reporting processes . |
| Comscore | VP, Tax & Treasury | May 2018–Nov 2020 | Managed tax and liquidity functions . |
| Comscore | Senior Director, Global Tax Compliance & Reporting | Jul 2015–May 2018 | Global tax compliance leadership . |
| Comscore | Global Tax Director | Aug 2011–Jul 2015 | Built tax function post-joining Comscore . |
| KPMG | Various roles | ~2002–2011 (9 years) | Public accounting foundation and technical rigor . |
External Roles
No external board or public company directorships disclosed for Curry .
Fixed Compensation
| Component | 2024 | Notes |
|---|---|---|
| Base Salary | $400,000 | Approved by Compensation Committee; unchanged in 2024 . |
| Target Bonus (%) | 75% of base salary | Based on revenue, adjusted EBITDA, and culture metrics . |
| Actual Annual Bonus (Paid Mar 2025) | $24,000 (8% of target) | Revenue and EBITDA below threshold; culture payout 80% → 8% weighted . |
| Other 2024 Cash Comp | $2,997 (benefits) | 401(k) match, life/AD&D premiums . |
| Equity Grants in 2024 | None granted | Equity reserve constraints; cash retention used . |
Performance Compensation
| Incentive | Metric | Weight | Target | Actual | Payout | Vesting/Payment |
|---|---|---|---|---|---|---|
| 2024 Annual Incentive | Revenue | 45% | $390.0M | $356.0M | 0% | Paid Mar 2025 . |
| 2024 Annual Incentive | Adjusted EBITDA | 45% | $55.0M | $42.4M | 0% | Paid Mar 2025 . |
| 2024 Annual Incentive | Culture (employee engagement) | 10% | Committee assessment | Achieved (80%) | 8% weighted | Paid Mar 2025 . |
| PRSUs (granted 2022) | Stock-price hurdles | N/A | Quarterly vest upon hurdles from $34.00 to $102.01 through 10 years | Not disclosed achieved; threshold PRSUs 990 outstanding | Earn as hurdles met | Quarterly vest; accelerate at change-of-control using deal price as hurdle . |
| Cash Retention (2024) | Service-only | N/A | N/A | N/A | N/A | $205,599 vests Jun 12, 2025; accelerates on CoC or qualifying termination . |
Equity Ownership & Alignment
| Category | Detail | Amount/Terms |
|---|---|---|
| Beneficial Ownership (Common) | Shares owned | 5,843; less than 1% of outstanding Common . |
| Options | Exercisable | 4,000 @ $50.00; expire Aug 24, 2032; vesting: half on Jul 6, 2025 and half on Jul 6, 2026 . |
| Options | Unexercisable | 4,000 @ $50.00; same expiry and vesting schedule . |
| Performance RSUs | Threshold unearned units | 990 PRSUs; performance period ends Jul 6, 2032; stock-price hurdles from $34.00 to $102.01 . |
| Ownership Guidelines | Requirement | CFO must hold Common equal to 3x salary; 5 years to comply; 100% of net shares from vesting/exercise held until guideline met . |
| Anti‑Hedging/Pledging | Policy | Hedging and pledging prohibited for directors/officers and controlled entities . |
Employment Terms
| Provision | Pre‑CoC Termination (without cause / for good reason) | On/Within 12 Months Post‑CoC (double trigger) |
|---|---|---|
| Cash Severance | 15 months of base salary, paid over 15 months . | 15 months of base salary, lump sum ~60 days post‑termination . |
| Health Benefits | COBRA reimbursed for 15 months (or cash equivalent) . | Same . |
| Bonus | Pro‑rata based on actual performance, paid with exec awards . | Pro‑rata of greater of target or projected full-year award, paid ~60 days post‑termination . |
| Equity Acceleration | None for time‑based; PRSU vest based on actual stock‑price achievement through termination for certain events (death/disability) . | Full acceleration of time‑based; PRSU acceleration to greater of target or projected if ≥50% of performance period elapsed; PRSUs accelerate at CoC using deal price as hurdle . |
| Term/Auto‑Renewal | Two‑year initial term; auto one‑year renewals . | |
| Tax Gross‑ups | None; 280G cut‑down or pay‑full with excise tax, whichever yields higher net after tax . | |
| Clawback | Applies to restatement, fraud, error, egregious conduct (e.g., felony, theft, gross negligence, willful misconduct, breach of fiduciary duty, harassment) . | |
| Definitions | “Cause,” “Good Reason,” “Change of Control” defined in agreements . |
Additional Performance Context
| Measure | 2022 | 2023 | 2024 |
|---|---|---|---|
| Company cumulative TSR (value of $100) | $34.73 | $25.00 | $8.74 |
| Net Income (Loss) ($000s) | ($66,561) | ($79,361) | ($60,248) |
Say‑on‑pay support for 2023 compensation was ~90% at the June 2024 meeting, which guided 2024 plan design .
Compensation Structure Analysis
- Equity scarcity led to no executive equity grants in 2024 and use of cash retention awards vesting in 2025, indicating a temporary shift toward guaranteed cash for retention amid an underperforming share price and underwater options/PRSUs whose hurdles exceed current price by >350% .
- Annual incentive design emphasized balanced growth and profitability (revenue and adjusted EBITDA weighted 90% combined) plus culture (10%), but business underperformance drove minimal payout (8%) .
- Ownership alignment policies are strong (3x salary guideline; anti‑hedging/pledging), but compliance status for Curry is not disclosed .
Risk Indicators & Red Flags
- Underwater equity and difficult PRSU hurdles (>$34–$102/share) reduce incentive value and can increase retention risk, prompting cash retention solutions .
- No tax gross‑ups; robust clawback and anti‑hedging/pledging mitigate governance risk .
- Change‑of‑control is double‑trigger for enhanced severance and equity acceleration, which aligns with common shareholder‑friendly practice .
Investment Implications
- Pay‑for‑performance alignment is intact in design (90% tied to revenue/EBITDA), with low payout reflecting 2024 underperformance; near‑term retention risk is mitigated by cash retention awards vesting June 2025 but equity incentives remain out of the money, potentially tempering long‑term alignment until capital structure normalization and stock recovery .
- Governance frameworks (ownership guidelines, anti‑pledging, clawback, double‑trigger) are solid, and severance economics (15‑month multiple, no gross‑ups) are moderate, limiting change‑of‑control cash risk while offering stability for a key finance leader .
- With TSR deeply negative across 2022–2024 and net losses persisting, compensation signals suggest management confidence is being supported with cash retention rather than equity; improvement in revenue/EBITDA execution will be critical for incentive realization and insider selling pressure is not disclosed here—monitor Form 4s and any 10b5‑1 plans for Curry to gauge near‑term supply risk (not disclosed in proxy) .