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Q2 Holdings, Inc.·4

Mar 13, 4:17 PM ET

Mukkamala Himagiri K 4

Research Summary

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Updated

Q2 (QTWO) COO Mukkamala Himagiri K Receives 77,088-Share Award

What Happened

  • Mukkamala Himagiri K, Chief Operating Officer of Q2 Holdings, received awards totaling 77,088 restricted/performance stock units (RSUs/PSUs) on March 11, 2026. The grants were reported on a Form 4 filed March 13, 2026. All units were granted at $0.00 acquisition price (awards, not purchases).
  • Grant breakdown (per filing): 38,544 time-based RSUs and three performance-based grants of 15,418, 15,418 and 7,708 units respectively. These are either time-vested RSUs or target amounts for performance-based RSUs (PSUs) — vesting and final payout depend on continued employment and attainment of specified performance goals.

Key Details

  • Transaction date: March 11, 2026; Form 4 filed March 13, 2026 (filed within the typical 2-business-day window).
  • Price: $0.00 (award/grant).
  • Total units granted/targeted: 77,088 shares.
  • Shares owned after transaction: Not reported in the provided filing.
  • Footnote summaries:
    • F1 (38,544 units): Time-based RSUs — 25% vest starting March 3, 2027, remaining vest in equal quarterly installments over the following three years, subject to continued employment.
    • F2 (15,418 units): PSU tied to Adjusted EBITDA as a % of Revenue for the 12 months ending Dec 31, 2027; attainment measured on the second anniversary; up to 100% vests on year 2, above-target may vest on year 3.
    • F3 (15,418 units): PSU tied to Subscription Revenue year-over-year growth for the 12 months ending Dec 31, 2027; same timing/vesting rules as F2.
    • F4 (7,708 units): PSU tied to relative stock performance vs. the S&P Software & Services Select Index; attainment measured on the third anniversary with 0%–200% payout possible.
  • These performance grants are reported as "target amounts" (actual shares earned may be lower or higher depending on results).

Context

  • These grants are compensation awards (not open-market purchases or sales). Such awards are common as long-term incentive pay and do not by themselves indicate the insider is buying or selling stock. Performance-based units create a payout range contingent on meeting specific financial or market-relative targets, and time-based RSUs vest over multiple years to encourage retention.