Claudia Walsh
TaskUsAbout Claudia Walsh
Claudia Franco Walsh, age 49, has served as TaskUs, Inc.’s General Counsel and Corporate Secretary since October 2021. She previously held senior legal roles at Meta (Legal Director, 2019–2021), Verily Life Sciences (General Counsel, 2015–2019), and Google (Legal Director, 2007–2015), and began her career at Morrison & Foerster. She holds a BA from Stanford University and a JD from the University of California, College of the Law, San Francisco . During her tenure, TaskUs delivered FY2024 revenue of $995.0M and Adjusted EBITDA of $209.9M (21.1% margin), exiting Q4 with 17% YoY revenue growth, and set expectations for new all‑time highs in revenue and Adjusted EBITDA in 2025 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Meta (Facebook) | Legal Director | 2019–2021 | Led legal support for high-growth product areas at a scaled consumer platform |
| Verily Life Sciences (Alphabet) | General Counsel | 2015–2019 | Built legal function for regulated health-tech; supported commercialization and partnerships |
| Legal Director | 2007–2015 | Drove product counseling and risk management across core businesses | |
| Morrison & Foerster | Associate | Not disclosed | Foundational training in complex tech and corporate matters |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Morae Global Corporation | Director | Since 2023 | Governance expertise for a provider of digital and business solutions to the legal industry |
Fixed Compensation
| Year | Base Salary ($) | Target Bonus (% of Salary) | Actual Bonus Paid ($) |
|---|---|---|---|
| 2022 | 350,000 | 50% | 0 (thresholds not met) |
| 2024 | 400,000 (effective 2/26/2024) | 60% | Not disclosed |
Notes:
- 2022 annual cash incentive plan (AIP) paid zero to NEOs (including Ms. Walsh) as company performance was below threshold .
- 2024 salary and bonus target were increased via a compensation change memo; actual 2024 bonus is not disclosed .
Performance Compensation
Annual Incentive Plan (AIP) – 2022
| Metric | Target Grid (Revenue $M x Adj. EBITDA %) | Actual | Payout |
|---|---|---|---|
| Revenue | Thresholds from <975 to ≥1,200 with payout steps; see grid | $960.5M | 0% |
| Adjusted EBITDA % | Thresholds from <22.0% to ≥24.0% with payout steps | 23.2% | 0% |
Quote:
- “We achieved Revenue and Adjusted EBITDA performance for 2022 of $960.5 million and 23.2% respectively…resulting in no annual bonuses for our NEOs in 2022.”
Long-Term Equity Awards – Grants and Vesting
| Award Type | Grant Date | # Units/Options | Vesting Schedule | Key Terms |
|---|---|---|---|---|
| RSUs | 10/28/2021 | 50,539 (unvested as of 12/31/2022) | Annually in equal installments on 10/28/2023, 10/28/2024, 10/28/2025 | Double-trigger acceleration on CIC if not assumed or if terminated without cause/death/disability post-CIC |
| Stock Options (Exercise $59.36) | 10/28/2021 | 16,846 exercisable; 50,539 unexercisable as of 12/31/2022 | Annually in equal installments on 10/28/2023, 10/28/2024, 10/28/2025 | Double-trigger CIC acceleration; limited acceleration if terminated without cause prior to first anniversary |
| RSUs | 04/01/2022 | 50,000 | 25% annually over 4 years (04/01/2023–04/01/2026) | Double-trigger CIC acceleration |
| Stock Options (Exercise $39.45) | 04/01/2022 | 100,000 | 25% annually over 4 years (04/01/2023–04/01/2026) | Double-trigger CIC acceleration; limited acceleration if terminated without cause before first anniversary |
Insider selling pressure indicators:
- Scheduled vest dates (10/28 annually; 04/01 annually) can create periodic supply from RSU settlements, subject to company trading windows and blackout policies . Company policy prohibits hedging, short sales, margin purchases, and pledging, which mitigates risk of forced selling or misalignment .
Equity Ownership & Alignment
| Date (Record) | Class A Shares Beneficially Owned | % of Class A | Notes |
|---|---|---|---|
| March 1, 2023 | 65,366 | <1% | Includes shares and rights exercisable/vesting within 60 days |
| May 31, 2025 / Aug 4, 2025 | 263,391 | <1% | Reflects increases consistent with RSU vesting and option exercises; percent remains below 1% |
Outstanding equity awards detail (12/31/2022 snapshot):
- Options: 16,846 exercisable; 50,539 unexercisable at $59.36 (exp. 10/28/2031) .
- Additional options: 100,000 at $39.45 (exp. 04/01/2032) .
- RSUs: 50,539 (market value $854,109 at $16.90) ; RSUs: 50,000 (market value $845,000) .
Policies:
- Company prohibits hedging, short-selling, margin purchases, and pledging of company securities by directors and officers .
Employment Terms
- Role start: General Counsel & Corporate Secretary since October 2021 .
- AIP participation: Target 50% of salary in 2022; 2024 bonus target increased to 60% of salary .
- Change-in-control (CIC) vesting:
- RSUs and options: Double-trigger acceleration (if not assumed in a CIC or upon termination without cause/death/disability post-CIC) .
- Options: Limited acceleration upon termination without cause prior to first anniversary of grant; 90-day post-vesting exercise window for accelerated tranches .
- Severance/non-compete: Not specifically disclosed for Ms. Walsh; RSU acceleration required release/non-solicitation in certain cases .
- Transaction leadership: Walsh is listed as the authorized legal contact on the Company’s SC 13E‑3 transaction statements in 2025, reflecting direct involvement in potential going‑private/merger processes .
Investment Implications
- Pay-for-performance alignment: Walsh’s 2022 cash incentive paid zero when revenue/EBITDA missed thresholds, demonstrating adherence to performance gating; her equity mix (RSUs/options) vests over multi‑year schedules with double‑trigger CIC terms, aligning incentives to sustained performance and retention .
- Selling pressure: Predictable RSU vest dates (10/28 and 04/01) can introduce periodic supply, but company prohibitions on hedging/pledging reduce misalignment risks; beneficial ownership remains <1% of Class A, limiting concentrated insider supply impact .
- Retention and CIC economics: Double‑trigger vesting and limited early termination acceleration promote retention and fair treatment in strategic events; Walsh’s role as GC in 2025 13E‑3 filings underscores execution responsibility in complex transactions, a potential catalyst for CIC‑related equity outcomes if a transaction closes .
- Company performance context: FY2024 revenue and Adjusted EBITDA recovery, plus Q4 double‑digit growth, improve the backdrop for equity value realization tied to vesting schedules; ongoing AI initiatives and margin objectives noted by management further support long‑term value creation .
Appendix: Additional Governance Context
- Compensation Committee composition and independence (2024/2025): Reses (Chair), Dixit, Gonzalez, Mehta; all independent under applicable rules .
- Beneficial ownership structure: Company remains a “controlled company” with >50% voting power held by Blackstone and Co‑Founders via Class B shares; sponsor rights include board designation and certain approval/transfer provisions, which can influence strategic outcomes and governance dynamics .
All facts above are drawn from TaskUs, Inc. filings and company documents: DEF 14A 2023/2024/2025, SC 13E‑3/DEFM14A/PREM14A, S‑8, and related exhibits and correspondence .