Form 4: Digital Turbine Executive Vice President, CFO, J. Barrett Garrison, Reports Acquisition of Performance Stock Units

J. Barrett Garrison, Executive Vice President and CFO of Digital Turbine, Inc., reports the acquisition of 250,000 Performance Stock Units (PSUs) tied to performance criteria through FY2027.

Summary

• On May 24, 2024, J. Barrett Garrison, the Executive Vice President and CFO of Digital Turbine, Inc., was granted 250,000 Performance Stock Units (PSUs).
• These PSUs were granted pursuant to the Issuer's 2020 Equity Incentive Plan.
• The value of these PSUs is contingent upon the satisfaction of certain performance criteria, excluding the price of Digital Turbine's common stock, to be determined after the close of FY2027.
• The actual number of shares deliverable can range from 0 to 250,000, subject to potential stock splits.

Sentiment

Score: 6

Explanation: The document is a neutral regulatory filing. The sentiment is moderately positive as it reflects continued investment in the company's leadership through equity compensation.

Risks

• The actual number of shares received from the PSUs could be significantly less than 250,000, or even zero, if the performance criteria are not met.

Future Outlook

The number of shares ultimately deliverable ranges from -0to 250,000 (subject to any subsequent stock splits and the like) depending on the satisfaction of performance criteria after the close of FY2027.

Industry Context

This Form 4 filing is a routine disclosure related to executive compensation and is typical for publicly traded companies. It provides transparency into the equity-based compensation awarded to key executives.

Comparison to Industry Standards

• Performance stock units are a common form of executive compensation in the tech industry, aligning executive incentives with long-term company performance.
• Companies like Google (Alphabet), Meta, and Amazon also use similar equity-based compensation plans for their executives.
• The specific performance criteria for these PSUs would need to be analyzed to determine if they are more or less challenging than those used by peer companies.

Stakeholder Impact

• Shareholders: Provides transparency regarding executive compensation.
• Employees: Demonstrates the company's commitment to incentivizing its leadership.
• Executives: Aligns executive interests with long-term company performance.

Key Dates