Form 4: Intapp Executive Michele Murgel Reports Acquisition of Shares and Grant of Restricted Share Units

Michele Murgel, Chief People & Places Officer at Intapp, Inc., reports the acquisition of 22,525 shares of common stock and a grant of 33,200 restricted share units.

Summary

• On August 19, 2024, Michele Murgel, Chief People & Places Officer of Intapp, Inc., acquired 22,525 shares of common stock.
• These shares were earned based on the achievement of performance conditions related to performance share units granted under the company's 2021 Omnibus Incentive Plan.
• The shares were certified by the audit committee on August 19, 2024, and the service-based vesting requirements lapsed on August 20, 2024.
• Murgel also received a grant of 33,200 restricted share units (RSUs) under the same incentive plan on August 19, 2024.
• Each RSU represents a contingent right to receive one share of Intapp, Inc. common stock.
• The RSUs vest in installments, starting with 8.33% of the shares on November 20, 2024, followed by 11 equal quarterly installments thereafter, subject to continued employment.

Sentiment

Score: 7

Explanation: The sentiment is neutral to positive. The filing reflects standard executive compensation practices and alignment of interests, with no immediate negative implications.

Positives

• The acquisition of shares indicates that performance targets were met, reflecting positively on the company's performance.
• The grant of RSUs incentivizes the executive to remain with the company and contribute to its future success.

Future Outlook

The vesting schedule of the RSUs indicates a continued commitment from the executive to the company's long-term performance.

Industry Context

Form 4 filings are a routine part of corporate governance, providing transparency into the transactions of company insiders. This filing indicates standard compensation practices using equity-based awards.

Comparison to Industry Standards

• Equity compensation is a common practice among publicly traded companies to align the interests of executives with those of shareholders.
• The vesting schedule of the RSUs is typical, designed to retain key personnel over a multi-year period.
• Companies like Salesforce, Workday, and Oracle also utilize similar equity-based compensation plans for their executives.

Stakeholder Impact

• Shareholders may view the equity-based compensation as a positive sign, aligning executive interests with company performance.
• Employees may see the executive's continued commitment as a sign of stability and growth potential.

Key Dates