Sundar PichaiSundar Pichai earned $164M in 2023

Kara Sprague is the Chief Product Officer at F5, Inc., a major player in the technology sector, particularly known for its cloud and security services. Kara took on her current role in 2022, where she leads the product organization after...

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Kara Sprague

CEO of F5, Inc.

Field of Expertise

Technology & Engineering - Technology

Sector of Economy

Technology

CEO of F5, Inc. for

3 years 4 months (Jan 2022 - Present)

Previous Experience

Executive Vice President and General Manager of Security and Distributed Cloud Services

Holdings

See how much did Kara Sprague make over time.

Kara Sprague's stock holdings in F5, Inc. have seen remarkable growth, highlighting her confidence in the company's future. As of late 2024, her stock value is around $12 million. In early 2023, her holdings were valued at approximately $9.34 million...

Total Stock Sold

$698.89K

FFIV

$698.89K

4,876 FFIV shares

What if they kept their stock?

If Kara Sprague didn't sell their stock, today they would have:
Extra FFIV4,876 shares worth $696.73K.
This is -0.31% and $2.16K less than what they got when they sold the stock.

Insider Trading

See recent insider trades of Kara Sprague.

FFIV

14,396 shares

FFIV

Oct 31, 2024

Received

FFIV

9,768 shares

FFIV

Oct 31, 2023

Received

FFIV

8,002 shares

FFIV

Oct 31, 2022

Received

FFIV

9,193 shares

FFIV

Oct 29, 2021

Received

FFIV

4,074 shares

FFIV

Oct 30, 2020

Received

FFIV

$129.25K

FFIV at $132.16/share

May 4, 2020

Sale

FFIV

$82.29K

FFIV at $121.19/share

Feb 3, 2020

Sale

FFIV

$205.74K

FFIV at $145.71/share

Nov 4, 2019

Sale

FFIV

1,853 shares

FFIV

Oct 31, 2019

Received

FFIV

$60.15K

FFIV at $141.86/share

Aug 2, 2019

Sale

Compensation History

See how much did Kara Sprague make over time.

In 2023, Kara Sprague's total compensation was about $4.2 million, consisting mainly of a base salary of $525,000 and significant stock awards. This amount reflects her impact on F5’s direction and growth, especially after the company emphasized pay-for-performance in its compensation philosophy. Her compensation also included no cash incentive bonuses for missing certain performance benchmarks, which ties her earnings directly to company performance metrics. In 2022, her total compensation was considerably lower at approximately $934,522, showing the dynamics of executive pay linked to company success and strategic shifts within F5. The rise in her compensation underscores her importance to the company's strategy and future.

Year

2023

Total Compensation

$2.78M

Salary

$525.00K

Board Justification

The Company emphasizes pay for performance and aligns executive compensation with business objectives and performance, creating long-term shareholder value.

Bonus

$0.00

Board Justification

No cash incentive bonus with respect to the revenue and EBITDA performance goals will be paid for results less than 80% of an applicable target. Payment with respect to the revenue and EBITDA performance goals are linear above 80% of the applicable target goal and subject to a 200% cap. Payment with respect to the Diversity Goals is straight-line for growth over the baseline subject to the 200% cap and the Inclusion Goal is subject to a 70% achievement threshold and paid linear above the applicable target and subject to the 200% cap at a 90% achievement level.

Other

$16.75K

Board Justification

Includes communication stipend and contributions to 401(k) plan.

Restricted Stock

$2.24M(13.92K RSU)

Board Justification

Composed of the following equity awards: (i) 858 RSUs which vest in equal quarterly increments through November 1, 2023; (ii) 3,197 RSUs which vest in equal quarterly increments through November 1, 2024; and (iii) 9,860 RSUs from the annual equity award issued in fiscal year 2023 which vest in equal quarterly increments through November 1, 2025, subject to the Company achieving performance criteria and assuming target payout.

Performance Metrics

60% of the cash incentive bonus is based on the Company achieving target revenue for the fiscal year, 30% is based on the Company achieving target EBITDA for the fiscal year and 10% is based on the Company achieving target growth in Diversity and Inclusion.

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