Arun Pinto
SoFi TechnologiesAbout Arun Pinto
Arun Pinto is Chief Risk Officer at SoFi Technologies, serving since February 2024. He is 46 and holds a B.S. in Chemical Engineering from UC Berkeley . Prior roles include CRO positions at Wells Fargo and JPMorgan across consumer and auto credit, mortgage servicing and capital markets, plus second-line risk leadership at Bank of America . Company performance in 2024 included record total net revenue of $2.7B (adjusted net revenue $2.6B, both up 26% y/y), net income of $498.7M and adjusted EBITDA of $666.5M, with 2024 bonuses funded at 117.5% of target under metrics tied to adjusted net revenue, adjusted EBITDA, new members and ROTE .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Wells Fargo Bank, N.A. | CRO, Consumer, Small and Business Banking | 2021–2024 | Led consumer and small business banking risk management at a systemically important U.S. bank . |
| JPMorgan Chase & Co. | CRO, Auto Business | 2018–2021 | Oversaw auto credit risk; previously CRO for Mortgage Servicing and Capital Markets . |
| Bank of America | Second line risk executive | Prior to JPM | Led risk oversight of the Mass Affluent Strategy and Consumer & Quantitative Analytics . |
External Roles
No public company directorships or external board roles disclosed for Mr. Pinto in company filings .
Fixed Compensation
| Year | Base Salary (Annualized) | Base Salary Paid | Target Bonus % | Target Bonus ($) | Actual Bonus Paid | Notes |
|---|---|---|---|---|---|---|
| 2024 | $500,000 | $448,077 | 100% | $449,315 (prorated) | $527,945 (118% of target) | Joined 2/7/2024; 2024 bonus funding set at 117.5% with individual multiplier 100% . |
Performance Compensation
2024 Annual Cash Bonus Plan Outcomes
| Metric | Weighting | Target Achievement | Payout Factor | Notes |
|---|---|---|---|---|
| Adjusted Net Revenue | 35% | 105% of target | 118% | |
| Adjusted EBITDA | 35% | 93% of target | 109% | |
| New Members | 15% | 134% of target | 138% | |
| Return on Tangible Equity (ROTE) | 15% | 101% of target | 115% | |
| Aggregate | — | — | 117.5% (Committee decision) | Risk management effectiveness used as a modifier; NEOs satisfactory, no adjustments . |
Equity Awards and Vesting
| Grant Type | Grant Date | Shares/Target | Grant Date Fair Value | Vesting Schedule | Vesting Commencement |
|---|---|---|---|---|---|
| New Hire RSU | 3/11/2024 | 726,217 | $5,577,347 | 12.5% at 6 months; 6.25% quarterly thereafter over 4 years | 2/14/2024 |
- Stock vested during 2024: 136,165 shares; value realized $1,215,497 .
- For 2025, SoFi extended PSU awards to all eligible executive officers; NEOs (other than the CEO’s 50% PSU mix) receive 25% of annual equity in PSUs and 75% in RSUs, with an intent to reach 50% PSU mix for all NEOs in 2026 .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (3/31/2025) | 156,482 shares; “less than 1%” of outstanding . Includes 45,388 RSUs vesting within 60 days of 3/31/2025 . |
| Unvested RSUs (12/31/2024) | 590,052 unvested RSUs; market value $9,086,801 at $15.40/share . |
| Options | None disclosed for Mr. Pinto in outstanding awards table . |
| Ownership guidelines | Executives subject to 3.0× base salary ownership; must retain 50% of net profit shares until compliant (policy amended July 2024) . |
| Hedging/pledging | Short sales, options trading and hedging generally prohibited; pledging prohibited absent written approvals (policy strengthened; special approvals required) . |
| Trading plan | Adopted a Rule 10b5-1 plan on 6/10/2025 to sell up to 60,057 shares through 5/29/2026 . |
Employment Terms
- Appointment and Offer Letter: Appointed CRO effective 2/7/2024 (reports to CEO). Offer letter dated 11/2/2023 with standard terms (base salary, annual bonus eligibility, at-will; confidentiality/IP agreement) .
- Executive Severance Plan (adopted 8/5/2024): Upon termination other than for cause, 12 months base salary, 12 months employer COBRA contribution, prorated bonus based on actual performance; if within 12 months post-sale event, 18 months salary/COBRA, 150% of target bonus, and acceleration of time-based equity, subject to release and covenants .
- Pinto Severance Value Illustration (12/31/2024): Qualifying Termination: $1,000,000 cash + $39,897 health; With Change of Control: $1,000,000 cash + $9,086,801 accelerated RSUs + $39,897 health; double-trigger required .
- Notice Period & Clawback: 60-day mutual notice policy for executives (except for cause) implemented in 2024 . Clawback policy effective 10/2/2023 (amended July 2024) covers restatements, misconduct matters, and allows recoupment of time-based equity .
Investment Implications
- Alignment and pay-for-performance: Compensation mix emphasizes at-risk pay (RSUs/bonus) tied to revenue, EBITDA, ROTE and member growth; 2024 bonus funding at 117.5% reflects strong goal attainment. PSU adoption for NEOs beginning 2025 strengthens performance linkage and introduces longer-term TSR/tangible book value alignment for senior leadership .
- Retention risk vs. selling pressure: Large unvested RSU overhang (590k units; ~$9.1M at YE 2024) plus a four-year vest schedule supports retention. The 60,057-share 10b5-1 plan indicates manageable, pre-programmed selling relative to remaining unvested equity, limiting ad hoc selling pressure .
- Governance safeguards: Robust stock ownership guidelines (3× salary), hedging/pledging restrictions, enhanced clawback, and double-trigger CoC provisions mitigate agency risk and discourage misaligned risk-taking .
- Company trajectory under his tenure: 2024 delivered record revenue (+26% y/y adjusted), material profitability metrics, and high say-on-pay approval (90.5%), supporting compensation outcomes and the risk-management overlay used in bonuses; however, continued execution on capital, credit, and regulatory metrics remains critical for PSU realization and sustained value creation .