Jeremy Rishel - Chief Technology Officer | SoFi Technologies (SOFI) Executive Profile & Compensation

About Jeremy Rishel

Jeremy Rishel, age 52, is Chief Technology Officer (CTO) at SoFi Technologies, serving since June 2022. He oversees SoFi’s products, technology strategy and architecture, infrastructure, and investment in emerging technology and data, ensuring company‑wide collaboration on common technology needs . He holds two bachelor’s degrees and an MBA from MIT (Sloan) . Company performance in 2024 under the executive team’s stewardship included record total net revenue of $2.7B (adjusted net revenue $2.6B), net income of $498.7M, and adjusted EBITDA of $666.5M; members surpassed 10.1M (+34% YoY) . Total shareholder return (TSR) for 2024 (measured since Nasdaq listing in 2021) was 67.99 versus Nasdaq Composite 144.52 .

Past Roles

Organization	Role	Years	Strategic Impact
Splunk, Inc.	Senior Vice President of Engineering	Jun 2019–Jun 2022	Responsible for all software development, testing, operations, infrastructure, and program management functions .
DoorDash, Inc.	Vice President of Engineering	Oct 2017–Apr 2018	Engineering leadership for food delivery technology platform .
Twitter (now X)	Vice President of Engineering	Apr 2015–Jun 2017	Led video products/engineering, ML and product data science, and engineering for ads, data products, and developer tools .

External Roles

Organization	Role	Years	Notes
Not disclosed	—	—	No public company directorships or external board roles disclosed in SoFi filings .

Fixed Compensation

Component	Terms	Source
Base Salary	$500,000 per year at hire (Apr 21, 2022 offer letter) .
Target Annual Bonus	100% of base salary .
New‑Hire Cash	$2,000,000 sign‑on advance, not earned until 2‑year anniversary; repayable in full if voluntary resignation within 24 months or termination for cause .
2022 Actual Bonus (Non‑Equity Incentive)	$334,615 .

Performance Compensation

Element	Metric Design	Weighting	2024 Actual Achievement → Payment %	Notes
Annual Cash Bonus Plan (executives)	Adjusted Net Revenue	35%	105% of target → 118% .	Executives’ bonuses based on corporate metrics plus individual performance and Risk Management Effectiveness Assessment; cap at 200% .
Annual Cash Bonus Plan (executives)	Adjusted EBITDA	35%	93% of target → 109% .
Annual Cash Bonus Plan (executives)	New Members	15%	134% of target → 138% .
Annual Cash Bonus Plan (executives)	Return on Tangible Equity (ROTE)	15%	101% of target → 115% .
RSU Award (New Hire)	RSUs	—	—	Granted 3,742,837 RSUs; vesting: 12.5% at 6‑month anniversary then 6.25% quarterly over 14 quarters (4 years) .
PSU Participation	—	—	—	Company introduced PSUs broadly for executives in 2025 and plans 50% PSU weighting by 2026 for NEOs; individual CTO grants not disclosed .

Equity Ownership & Alignment

Item	Details	Source
Total Beneficial Ownership (selected Form 4 snapshots)	Post‑transaction holdings reported as 1,521,372 shares following a 98,733 share sale on Sep 18, 2025 .
Insider Transactions (recent)	98,733 shares sold on Sep 18, 2025; 66,847 shares sold on Jun 20, 2025; 68,625 shares sold on Mar 20, 2025; 64,991 shares sold on Dec 19, 2024 .
10b5‑1 Plan	Sale on Sep 18, 2025 completed under a Rule 10b5‑1 plan adopted Jun 2, 2025 .
Vested vs Unvested (historical snapshot)	Unvested RSUs outstanding as of Dec 31, 2022: 3,274,982; market value $15,097,667 at $4.61/share .
Stock Ownership Policy	Executives subject to Section 16 must hold ≥3.0x base salary; if below threshold, must retain ≥50% of net profit shares until compliant; policy amended Jul 2024 .
Hedging/Pledging	Hedging and pledging generally prohibited; limited exceptions require pre‑approval and compliance with Rule 16c‑4 and continued ownership requirements .

Employment Terms

Employment start: Offer letter dated Apr 21, 2022; at‑will; standard confidential information and invention assignment agreement .
Executive Notice Period: 60 days’ advance written notice required by both company and executives (except for termination for cause); added in 2024 .
Severance/Change of Control: Executives covered by Executive Severance Plan; double‑trigger required (change of control plus qualifying termination); no excise tax gross‑ups; accelerated vesting of equity may apply per plan/agreements . For Rishel, potential payments table shows accelerated vesting value of $15,097,667 upon qualifying termination with change of control as of Dec 31, 2022 .
Clawback: Policy effective Oct 2, 2023 (Rule 10D‑1 compliant); amended Jul 2024 to cover SVPs/VPs, misconduct‑related recoupment, and time‑based equity .

Investment Implications

Compensation alignment: CTO’s pay mix leans heavily to multi‑year RSU vesting; SoFi’s broader shift to PSUs (performance‑based equity) in 2025–2026 strengthens pay‑for‑performance governance and could increase at‑risk compensation tied to tangible book value growth/relative TSR for executives over time .
Selling pressure and supply overhang: Regular Form 4 sales under a 10b5‑1 plan (e.g., 98,733 shares on Sep 18, 2025; 66,847 on Jun 20, 2025) suggest ongoing programmed liquidity that may intermittently add supply; however, these are pre‑planned and accompanied by continued sizable holdings .
Retention risk: Large 2022 new‑hire RSU grant with four‑year vesting and ownership policy retention requirements support retention; the 60‑day notice period and double‑trigger severance reduce transition risk, while clawback breadth mitigates misconduct/financial restatement risk .
Alignment safeguards: Ownership guidelines (3x salary), hedging/pledging restrictions, and clawback expansion improve shareholder alignment; no tax gross‑ups and double‑trigger change‑of‑control provisions limit problematic payouts .

Key company performance context for evaluating CTO execution: 2024 adjusted net revenue $2.6B, net income $498.7M, adjusted EBITDA $666.5M, members >10.1M (+34% YoY), with 2024 bonus metrics achievement ranging 109–138% across EBITDA/new members, indicating broad operational execution .