Digital Turbine Grants FY2027 Long-Term Equity Awards to Executives

What Happened
Digital Turbine, Inc. announced on Sept. 1, 2026 (grant date Sept. 2, 2026) that its Board and Compensation Committee approved FY2027 long-term incentive awards for its named executive officers. The awards are split 50% performance-based restricted stock units (PSUs) and 50% time-based restricted stock units (RSUs) for: William Stone (CEO); Michael Akkerman (Chief Business Officer); Joshua Kinsell (Interim CFO & Chief Accounting Officer); and Benneaser John (CTO).

Key Details

• PSU and RSU grant sizes (target shares): William Stone — 204,498 PSUs + 204,498 RSUs; Michael Akkerman — 76,687 PSUs + 76,687 RSUs; Joshua Kinsell — 51,124 PSUs + 51,124 RSUs; Benneaser John — 51,124 PSUs + 51,124 RSUs.
• PSU vesting tied to four equally weighted performance goals: FY2028 Adjusted EBITDA (assessed June 15, 2028), FY2029 Adjusted EBITDA (assessed June 15, 2029), Relative TSR to June 15, 2028, and Relative TSR to June 15, 2029 versus the S&P Software & Services Select Industry Index.
• PSU payout scale: 50% of target at threshold, 100% at target, 150% at maximum; interpolation for between-target results. All earned PSUs vest upon certification on June 15, 2029 and require continued employment through the vesting date.
• RSU vesting: one-third on the first anniversary of the Sept. 2, 2026 grant date, then monthly installments thereafter through June 15, 2029, subject to continued employment.

Why It Matters
These awards align senior management pay with multi-year Adjusted EBITDA targets and company-relative TSR, signaling a focus on multi-year profitability and shareholder return. For investors, watch the company’s FY2028 and FY2029 Adjusted EBITDA results and TSR performance versus peers—these metrics determine PSU payouts and potential share issuance (up to 150% of target for strong performance). The RSUs also serve as a retention mechanism through mid-2029.