Form 4: FICO CFO Steven Weber Earns Performance Share Units

Fair Isaac Corporation's Executive Vice President and CFO, Steven P. Weber, earned 1,235 performance share units based on achieved performance metrics.

Summary

• Steven P. Weber, Executive Vice President & CFO of Fair Isaac Corp (FICO), earned 1,235 performance share units (PSUs).
• The Leadership Development and Compensation Committee of the Board of Directors determined on November 13, 2025, that the PSUs were earned due to the achievement of specific performance metrics.
• Each earned performance share unit represents a right to receive one share of Fair Isaac common stock.
• The PSUs will vest in three equal annual installments, with the first installment commencing on December 9, 2025.
• The delivery of one share for each vested unit will occur as soon as practicable after vesting, contingent upon continued employment.

Sentiment

Score: 7

Explanation: The filing reports a routine executive compensation award, indicating the achievement of performance metrics and aligning executive interests with shareholders. This is generally a positive signal for corporate governance and executive retention, though it's a standard event and not a significant market mover.

Positives

• Executive Vice President & CFO Steven P. Weber earned 1,235 performance share units, indicating the achievement of company performance metrics.
• The award aligns management's interests with shareholder value through equity compensation, promoting long-term executive retention and performance.

Risks

• The performance share units are contingent upon continued employment, meaning the executive would forfeit unvested units upon departure.
• The ultimate value of the units is tied to the future market price of Fair Isaac common stock, introducing market risk for the compensation.

Future Outlook

The vesting schedule of the performance share units over three equal annual installments, commencing December 9, 2025, indicates a long-term incentive structure for the CFO, aligning future performance with equity ownership and promoting executive retention.

Management Comments

• The Leadership Development and Compensation Committee of the Board of Directors of Fair Isaac Corporation determined that the reporting person earned the number of performance share units reported on this Form 4 based on achievement of certain performance metrics.
• Each earned performance share unit represents a right to receive one share of Fair Isaac common stock contingent upon continued employment.
• The performance share units vest in three equal annual installments commencing on this date [12/09/2025] and one share will be delivered to the reporting person for each vested unit as soon as practicable thereafter.

Industry Context

This is a standard executive compensation practice in the technology and financial services industries, where performance-based equity awards are used to incentivize long-term executive retention and align management interests with shareholder value. FICO, as a data analytics and credit scoring company, relies heavily on executive talent to drive innovation and market leadership.

Comparison to Industry Standards

• Performance Share Units (PSUs) are a common form of long-term incentive compensation for executives in publicly traded companies, particularly in the tech and financial sectors, similar to practices at companies like Experian or TransUnion.
• The three-year vesting schedule is typical for such awards, aiming to retain key talent and incentivize sustained performance, comparable to equity grant structures seen at major software and data companies.
• The contingency on continued employment is standard for these types of awards across the industry.

Corporate Governance

Stakeholder Impact

• Shareholders: Potential positive impact due to increased alignment of executive incentives with long-term company performance and value creation.
• Employees: May signal a healthy compensation structure for leadership, potentially influencing morale and retention.

Next Steps

• Vesting of performance share units in three equal annual installments commencing December 9, 2025.
• Delivery of one share of common stock for each vested unit as soon as practicable after vesting.

Key Dates

Recommendation

This Form 4 filing reports a routine executive compensation award and does not contain information that would fundamentally alter the investment thesis for Fair Isaac Corp. It indicates standard corporate governance practices and executive incentive alignment, which are generally positive but not catalysts for a change in recommendation.

Keywords

Fair Isaac Corp, FICO, Steven P. Weber, Performance Share Units, PSUs, Executive Compensation, Insider Transaction, Equity Award, CFO