Anu Bharadwaj
About Anu Bharadwaj
Anu Bharadwaj (age 43) serves as President of Atlassian; she announced on August 7, 2025 that she will step down effective December 31, 2025. She previously was COO (Aug 2021–Feb 2023) and held senior product roles since 2014; prior, she served in leadership at Microsoft, most recently as Principal Group Program Manager. Education: Bachelor of Engineering in computer science from R.V. College of Engineering . Atlassian’s FY2025 performance metrics driving NEO pay included Cloud and Marketplace Cloud revenue targets; actual FY2025 Cloud+Marketplace revenue was $3,547M vs $3,609M target (payout 96.6%) and year-over-year Cloud revenue growth was 28% . Company highlights for FY2025 included total revenue $5.2B (+20% y/y), Cloud revenue $3.4B (+28%), Cash from Operations $1.5B, Free Cash Flow $1.4B (27% margin), and 120% Cloud NRR .
Past Roles
| Organization | Role | Years | Strategic Impact / Domain |
|---|---|---|---|
| Atlassian | President | Feb 2023 – Dec 31, 2025 | Senior executive leadership; announced transition effective Dec 31, 2025 |
| Atlassian | Chief Operating Officer (COO) | Aug 2021 – Feb 2023 | Company-wide operations leadership |
| Atlassian | VP/Head of Product roles (Jira; Atlassian Cloud; Product Strategy) | Jan 2014 – Jul 2021 | Product leadership across Jira, Cloud, and product strategy |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Microsoft | Various leadership roles; most recently Principal Group Program Manager | Prior to 2014 | Senior product/engineering leadership prior to joining Atlassian |
Fixed Compensation
| Metric | FY2024 | FY2025 | |---|---|---|---| | Annualized Base Salary ($) | $600,000 | $625,000 | | Target Bonus % of Base | 60% (program-wide for NEOs) | 60% (program-wide for NEOs) | | Target Bonus ($) | — | $287,301 | | Actual Bonus Paid ($) | $344,200 | $277,540 | | Summary Compensation – Salary ($) | $600,000 | $478,835 | | Summary Compensation – All Other ($) | $14,843 | $13,846 |
Program design: Annual cash incentive is 100% formulaic on Cloud and Marketplace Cloud revenue; payouts range from 0–200% of target based on attainment .
Performance Compensation
Annual Cash Incentive – FY2025
| Metric | Weighting | Threshold | Target | Maximum | Actual | Payout |
|---|---|---|---|---|---|---|
| Cloud and Marketplace Cloud Revenue ($mm) | 100% | $3,067 | $3,609 | $4,150 | $3,547 | 96.6% |
| Year-over-Year Cloud Revenue Growth | — | 10% | 30% | 49% | 28% | — |
Equity Awards – FY2025 Grants
| Name | Grant Date | RSUs (#) | Grant Date Fair Value ($) | Vesting |
|---|---|---|---|---|
| Annual RSU Award | 9/27/2024 | 85,790 | $13,831,064 | 6.25% quarterly for 16 quarters (Feb/May/Aug/Nov), subject to service |
| Target value basis | Sep 2024 | Target $13.1M; shares sized using $152.70 avg Aug 2024 close, rounded | — | RSUs subject to post-vesting holding requirements |
Equity program: Time-based RSUs with four-year quarterly vesting; no PSUs disclosed for NEOs in FY2025; annual grants are sized via peer-based targets and individual performance assessments; CLDC uses Semler Brossy as independent consultant .
Equity Vesting and Realized Value – FY2025
| Item | Shares | Value ($) |
|---|---|---|
| Shares acquired on RSU vesting (FY2025) | 67,958 | $16,375,626 |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (as of 9/30/2025) | 86,458 Class A shares (incl. 19,244 RSUs vesting within 60 days); <1% ownership |
| Unvested RSU holdings (as of 6/30/2025) | See grant-by-grant table below |
| Holding/Ownership Requirements | Execs must retain 20% of post-tax shares at each RSU vest for 7 years; all NEOs met guidelines as of 6/30/2025 |
| Post-termination holding | 50% of held shares released after 1 year; remaining 50% after year 2 |
| Hedging/Pledging | Prohibited without Audit Committee approval |
| 10b5-1 plans | Permitted under policy; several directors/executives have plans |
| Clawback | SEC/Nasdaq-compliant Compensation Recovery Policy covering Section 16 officers (3-year lookback on restatement) |
Outstanding Unvested RSUs (as of 6/30/2025)
| Grant Date | Unvested RSUs (#) | Market Value ($) | Vesting Terms |
|---|---|---|---|
| 09/15/2021 | 3,287 | $667,557 | 6.25% quarterly x16; Feb/May/Aug/Nov |
| 09/15/2022 | 8,364 | $1,698,645 | 6.25% quarterly x16; Feb/May/Aug/Nov |
| 09/15/2022 | 1,464 | $297,324 | 18.75% first quarter, then 6.25% quarterly x13 |
| 12/15/2022 | 11,250 | $2,284,763 | 6.25% quarterly x16; Feb/May/Aug/Nov |
| 04/15/2023 | 37,940 | $7,705,235 | 6.25% quarterly x16; Feb/May/Aug/Nov |
| 09/27/2024 | 69,705 | $14,156,388 | 6.25% quarterly x16; Feb/May/Aug/Nov |
| Valuation basis | — | Market value at $203.09 close on 6/30/2025 | — |
Employment Terms
Executive Severance Plan Summary
- Outside Change-in-Control (CIC) period: 9 months base salary; COBRA equivalent employer contribution cash for up to 6 months; no equity acceleration .
- Within CIC period (3 months before to 12 months after CIC): 12 months base salary + 100% target bonus; COBRA equivalent employer contribution cash; equity acceleration generally 100% of unvested time-based awards if not assumed; if assumed/continued/substituted, acceleration at 100% (or lower % as determined) with performance awards deemed at target .
Potential Payments Upon Termination or Change in Control (illustrative as of 6/30/2025)
| Scenario | Cash Severance ($) | COBRA Payment ($) | Equity Acceleration ($) | Total ($) |
|---|---|---|---|---|
| CIC Period (assumes CIC and qualifying termination on 6/30/2025) | 1,000,000 | 9,648 | 26,809,911 | 27,819,559 |
| Outside CIC Period (assumes qualifying termination on 6/30/2025) | 468,750 | 4,824 | — | 473,574 |
| Equity acceleration valuation basis | — | — | $203.09 per share × RSUs held | — |
Governance practices explicitly state “No single-trigger” equity acceleration upon CIC when awards are assumed; hedging/pledging prohibited without Audit Committee approval; no tax gross-ups for executives .
Compensation History (Multi-Year)
| Year | Salary ($) | Stock Awards ($) | Non-Equity Incentive ($) | All Other ($) | Total ($) |
|---|---|---|---|---|---|
| 2023 | 543,750 | 27,483,145 | 147,370 | 10,525 | 28,184,790 |
| 2024 | 600,000 | — | 344,200 | 14,843 | 959,043 |
| 2025 | 478,835 | 13,831,064 | 277,540 | 13,846 | 14,601,285 |
Governance, Peer Benchmarking, and Shareholder Feedback
- CLDC composition: Sasan Goodarzi (Chair), Scott Belsky, Shona L. Brown; CLDC oversees executive compensation with assistance from independent consultant Semler Brossy and internal compensation staff .
- Equity grant policy avoids timing around MNPI and uses annual schedule; NEOs received RSUs (no options in FY2025) .
- Say-on-Pay: 97.6% approval at 2024 Annual Meeting; continued annual frequency; stockholder feedback highlighted ownership/holding requirements and cautious use of one-time awards .
- Restated 2015 Share Incentive Plan (SIP) provisions include vesting administration, clawback/recoupment, limited transferability, and CIC treatment; non-employee director compensation limit $1.5M/year .
Investment Implications
- Pay-for-performance linkage: Cash incentives are tightly tied to Cloud+Marketplace Cloud revenue with transparent thresholds; FY2025 payout at 96.6% reflects near-target performance, aligning cash outcomes with revenue execution .
- Retention and selling pressure: Quarterly RSU vesting is significant (67,958 shares vested in FY2025; >$16.3M realized), but a stringent 7-year 20% post-tax holding requirement and post-termination release cadence (50% at year 1, remaining at year 2) dampen near-term selling pressure and reinforce alignment .
- Transition risk: Announced departure effective Dec 31, 2025 introduces leadership continuity risk; CIC protections are robust (12 months base + 100% target bonus and broad equity acceleration if not assumed), implying manageable personal downside but potential acceleration optics in deal scenarios .
- Equity alignment: Beneficial ownership is modest (<1%), but large unvested RSU exposure and strict holding policy create “skin-in-the-game” via future vesting and retention-focused design; hedging/pledging prohibitions strengthen alignment .
- Shareholder posture: Strong Say-on-Pay support (97.6%) and conservative governance (clawbacks, no tax gross-ups, no single trigger) reduce compensation-related overhang and suggest low governance risk premium .