Subject company
Mastercard Incorporated
Senior Manager, Risk & Analytics · M2 / Band E · O'Fallon, MO
Take the offer seriously and negotiate on equity and grant structure. The base is effectively at its geographic ceiling; a 15–20% RSU grant increase is the defensible and highest-yield ask available.
Mastercard is paying top-of-market on cash in Missouri — the negotiation opportunity is entirely in equity, where analyst consensus implies 18% upside from current levels.
Offer vesting schedule
Data Scientists · Level III · Missouri
This offer’s base sits at the 98th percentile — above nearly every certified filing in this band.
Your base: $165,000 · $55,000 above the P75 mark — this band is a floor under you, not a ceiling
Source: DOL OFLC LCA disclosure data · n=42 certified filings · base cash only (excludes equity and bonus). Use as a citable market floor, not total compensation.
The negotiation room this brief is built to unlock — typically many multiples of its price. The lever-by-lever play is in the negotiation playbook below.
Solid
company trajectory · high confidence
5-year expected total comp (probability-weighted NPV)
What moves this number
Discount rate: 10%
Vesting over 3 years with 1-year cliff
Bear equity multiple: 0.3x
Base equity multiple: 1.0x
Bull equity multiple: 2.5x
Exit probabilities: bear 25%, base 50%, bull 25%
What to do next
Start here. This section compresses the brief into the decision, the strongest reasons behind it, and the risks that deserve verification before you sign.
Why the verdict landed here
Base $165,000 sits at the 98th percentile of the base-cash market band (median $100,000).
Company operating quality is strong (Rule of 40: 51.5).
What to verify before signing
Sustained insider selling pattern detected.
Signals we only see when the data is connected
The C-suite reshuffle concentrates the role's career risk: the incoming CFO has no prior public-company CFO experience, yet the five-year bear case hinges entirely on her first two earnings calls signaling cost discipline — and the insider sell pattern suggests insiders are not betting on the upside scenario
highRisks + Leadership and stability + Career upside + Questions to ask · medium confidence · 3 source facts in the appendix
The equity grant is structurally undersized relative to Mastercard's outperformance: 15.8% revenue growth beats the peer-group median by 250 basis points and the Rule of 40 score of 51.5 is best-in-class, yet the $55,000 RSU grant over three years implies a grant-date face value that does not reflect that premium — a 15–20% grant increase is defensible precisely because the stock is 15.5% below analyst consensus, meaning the candidate absorbs the valuation lag at grant
highOffer economics + Negotiation leverage + Company quality · high confidence · 3 source facts in the appendix
The headcount absorption problem — 39,800 employees growing 66% over four years while revenue per employee grew only 2.7% — directly feeds the pre-mortem scenario in which an efficiency review deprioritizes the Risk and Analytics function, and the RSU vesting structure question becomes a dealbreaker if any restructuring lands inside the three-year vest window
highCompany quality + Risks + Negotiation leverage · medium confidence · 3 source facts in the appendix
Mastercard's financial health score of 74 trails Capital One's 95 among peers, yet the offer's negotiation leverage section treats Mastercard's revenue growth as a premium argument — the peer-relative financial health gap suggests the growth story is real but the balance-sheet quality argument is weaker than the headline revenue number implies, moderating how aggressively the candidate should anchor on company outperformance
mediumEmployer durability + Negotiation leverage + Company quality · medium confidence · 3 source facts in the appendix
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Bar color: strong (65+) · moderate (45–64) · weak (<45)
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Get the Offer Brief — $49See all four brief tiersThe decision rule
Accept-leaningDerived from this brief’s own numbers — the band placement, company operating quality, and role exposure — not model judgment. The same rule fixes the verdict above.
- Comp is already placed above market — protect it; negotiate scope, level, or refresh terms instead of base.
- The equity-weighted package (base plus equity plus signing) stays ≥ 1.5× the base-cash median (currently 2.4×).
- Equity is the swing factor — confirm the refresh policy and vest mechanics before relying on the headline number.
- Verification surfaces a dealbreaker (the verification questions in the negotiation playbook) — scope, level, or team stability materially worse than represented.
Alumni outcomes require optional user-contributed career data and confidence thresholds.
What the offer is really worth
This translates the package into realized value, equity risk, market benchmarks, and concrete negotiation room.
base plus equity plus signing
Market consensus
A compact read on whether public-market expectations support the equity story behind the offer.
TD Cowen: maintain
Jul 07, 2026 · Buy → Buy
Baird: maintain
Jul 07, 2026 · Outperform → Outperform
Piper Sandler: maintain
Jun 30, 2026 · Overweight → Overweight
Loop Capital: maintain
Jun 03, 2026 · Buy → Buy
The $165,000 base sits at the 98th percentile of the DOL H-1B/LCA Missouri band (median $100,000, n=42) and well above the BLS OEWS Missouri median for Data Scientists of $97,090 — the base is effectively maxed for this geography, and pushing it further risks a hard ceiling. Missouri's BEA Regional Price Parity index of 90.8 means the nominal $165,000 carries approximately $181,700 in national purchasing-power equivalent, which strengthens the real-terms case for accepting the base as-is and redirecting negotiation energy entirely to equity: the analyst consensus price target of $632.60 versus the current $534.70 implies a 18.3% upside scenario, and the bear/base/bull RSU spread ($54,873–$65,728 over 3 years) suggests a credible ask for a grant-size increase of 15–20% ($8,250–$11,000 in face value) is defensible on the grounds of stock price lag and the pending Q2 2026 earnings release on July 30, 2026, which creates a natural anchor for a revised grant conversation. Equity scenarios use rsu linear and show 19.8% spread across available public valuation anchors.
Evidence confidence: high
Equity grant is thin relative to upside: The $55,000 RSU grant over 3 years is modest against Mastercard's analyst consensus price target of $632.60 — a 18.3% premium to the current $534.70. In the base scenario, your RSUs are worth $65,070 at vest; in the bull case, $65,728. Requesting a grant increase to $75,000–$80,000 closes the gap between what the market believes the stock is worth and what you're being asked to accept at today's depressed price, which sits 10.7% below its recent peak.
Evidence confidence: medium
Signing bonus is one-time; negotiate a refresh cycle: The $15,000 signing bonus is a single event that disappears after year one, dropping your effective year-1 package from $235,000 to $216,667 in year two. Mastercard's FCF margin is 35.7% and the company generated over $17.9 billion in free cash flow to the firm — it has the capacity to commit to a year-2 equity refresh or a higher initial grant rather than front-loading a cash payment that creates a cliff. Ask specifically for a refresh RSU grant of $20,000–$25,000 at the 12-month mark, or convert part of the signing into additional equity.
Evidence confidence: medium
Revenue growth outpaces peers; demand a premium: Mastercard's revenue grew 15.8% year-over-year versus a peer-group median of 13.3% — it is growing faster than American Express, Visa, PayPal, and Capital One on a revenue basis. Value-Added Services & Solutions, the segment most directly relevant to a Risk & Analytics hire, grew 18% in Q1 2026 per the earnings transcript. A candidate joining a faster-growing segment at a faster-growing company has pricing power; the ask for a $170,000–$172,000 base or a larger equity grant is grounded in the company's own outperformance, not market speculation.
Evidence confidence: medium
Per Mastercard's 2026 DEF 14A proxy, named executive officers carry heavy equity weighting: CEO Michael Miebach received $35.4M total in 2025 with $20.7M in stock awards and $5.0M in options — salary was $1.375M, or roughly 3.9% of total. Non-CEO NEOs (Vosburg, Murphy, McLaughlin, Kirkpatrick) ranged from $8.2M to $12.3M total, with salary bands of $695K–$796K and stock awards comprising 60–63% of total comp — a structure that confirms equity is the primary value-creation vehicle at every level, including below the C-suite.
From proxy-statement compensation records.
The 90-day insider window shows 15 open-market sells and zero open-market buys (acquiredDisposedRatio: 0.21), with 79,646 shares disposed versus 38,037 acquired — all acquisitions attributable to non-discretionary equity awards, not purchases. The McLaughlin signal is flagged as opportunistic_sell (3,440 shares sold on a multi-insider sale date). This is a sustained_selling pattern at a stock trading -10.7% off its high, which does not signal distress but does indicate insiders are not adding exposure at current prices.
Pattern read derived from Form 4 filing data.
Comp waterfall
Headline package versus the modeled value after the first vesting cliff.
It separates advertised compensation from what is actually exposed to vesting timing.
Anchor negotiation around the gap between headline value and first-year realized value.
Equity scenarios
Cliff risk: leave before the first vesting cliff and realized equity is $0 — the bear case is not the floor. Weigh signing cash accordingly.
Bear, base, and bull public-market anchors for the equity grant.
RSU value is not fixed. A strong offer can still carry material downside if the stock resets.
Ask for equity refresh protection, a higher grant, or signing cash if downside exposure is high.
Directional public-market anchors — not company-specific exec comp or your offer.
Missouri · n=42 · offer at 98th pct
- P10
- $93,725
- P25
- $93,725
- Median
- $100,000
- P75
- $110,000
- P90
- $150,009
Base cash only (year) — excludes equity and bonus.
BLS OEWS floor — Data Scientists, Missouri (state OEWS) (2025): median $97,090. Government survey median; a conservative floor, not the role-and-metro market the band above reflects.
Peer tickers are selected from public market data and filings — use as directional context, not a compensation survey.
Not available for this run: next earnings date. Every stream we checked — rendered, held, or absent — is itemized in the appendix coverage matrix.
Mastercard sponsors through 2 matched filing entities — a petition is filed by one of them, not by the brand. The aggregate record below spans the whole family; each entity’s own record follows.
Maintaining — renewals continue; new sponsored hiring is roughly steady. Denial rate across the window: 0.5%. Still actively attesting: 703 certified LCA filings in FY2025 — the freshest read on sponsorship intent, ahead of the slower petition record. Where the two disagree, weight the filings — they are roughly two fiscal years fresher than the outcomes above.
Petition approvals from the federal record — counts of approvals, not people; one person can hold multiple petitions across years. LCA filings are attestations, not hires. A fiscal year marked “prelim.” is still being published by USCIS and is left out of the trend. Read the trend, not the absolute size.
| Entity | Posture | New petition approvals | Denial rate |
|---|---|---|---|
| Mastercard International | Maintaining | 187 | 0.5% |
| Other Mastercard entities | Minimal | 1 | 0% |
Entities are separate legal filers with genuinely different records — an offer letter names your filing entity, and that row is the one that applies to you. Petition counts, not people.
No plan filing matched this employer in the DOL Form 5500 data we hold (exact-employer match). This is a gap in the federal record we searched — not a statement about the benefits this employer offers.
Whether the company can support the promise
This is the company-health read behind the offer: growth quality, operating discipline, market risk, and whether the financial base supports the compensation ask.
Revenue mix
Payment Network
Value-Added Services And Solutions
Latest reported segmentation, period as filed · USD. Panels may cover different filing periods — do not total one against the other.
Where geographic revenue comes from
International Markets
Americas
Latest reported segmentation, period as filed · USD. Panels may cover different filing periods — do not total one against the other.
Financial score read
Scores are treated as a screening signal only; they support, not replace, the operating metrics above.
Recent events that change the read
ABN Amro Investment Solutions Sells 6,377 Shares of Mastercard Incorporated $MA
MasterCard (MA) Stock Dips While Market Gains: Key Facts
Vanguard's VFH or Fidelity's FNCL: Which Financial ETF Is the Better Long-Term Buy?
Source feeds are filtered to a short materiality read; the brief avoids raw news-feed dumps.
Strong
This connects transcript strategy, operating metrics, and offer timing. A coherent company story strengthens equity confidence; drift or mixed messaging shifts emphasis toward cash certainty and explicit role scope.
Mastercard is compounding at 15.8% revenue growth year-over-year — above the peer-group median of 13.3% — with a Rule of 40 score of 51.5 and a 35.7% FCF margin, reflecting a structurally high-quality business. The stock is down 3.6% over the trailing 12 months against a current price of $534.70, while analyst consensus targets $632.60 and the DCF model implies $551.72, suggesting the market is pricing in macro caution rather than fundamental deterioration. Headcount has grown from 29,900 (FY22) to 39,800 (FY25), a 33% expansion over three years, with no WARN notices or layoff signals in the data window — the workforce trajectory is consistent with a company investing in growth, not contracting.
Evidence confidence: medium
Rule of 40 score 52 — revenue growth 15.8% plus FCF margin 35.7%.
Evidence confidence: high
Annualized volatility 22%; max 12-month drawdown -21.3%; current drawdown -10.7%.
Evidence confidence: high
Strategic coherence: 70/100 (Strong). The strategic narrative shows a consistent focus on innovation, partnerships, and value-added services, with some shifts in themes indicating adaptability to market conditions.
Evidence confidence: high
Consistent themes across quarters: Agentic Commerce, Value-Added Services, Geopolitical Risks.
Evidence confidence: high
Themes that vanished without resolution: Consumer Spending, Digital Transformation.
Evidence confidence: medium
Disappeared themes may indicate strategic pivot or de-prioritization.
Newly appeared themes: Global Reach, Franchise Rules, Technology Investment.
Evidence confidence: medium
The evolving strategic focus suggests opportunities in innovation and technology roles, particularly in areas related to digital assets and cybersecurity.
Evidence confidence: high
Reported lobbying spend of $0.44M across 24 LDA/SOPR filings (24 months). Primary issue codes: BAN (14), TAX (10), CSP (7), FIN (5), TRD (5).
In their own words
Verbatim from the latest earnings call — management’s stated risks and investment priorities, unedited.
“the backdrop remains uncertain, driven by geopolitical tensions, which has put some pressure on cross-border travel.”
“we began to see some impact on cross-border travel from the conflict and the Middle East.”
“Cybersecurity is mission-critical. And the stakes keep rising.”
“we are deepening our partnership with OpenAI, reinforcing their use of Mastercard Agent Pay.”
Rule of 40
Growth plus margin clears the 40 line — the company is growing with discipline, not buying growth with weak margins. That strengthens the case for equity.
Revenue growth and free-cash-flow margin combined into an operating-quality score.
It gives a quick read on whether growth is disciplined or being bought with weak margins.
Use a strong score as support for a stronger equity or refresh ask.
Cash runway
Profitable or cash-generating — runway gauge not applicable
How many quarters of cash coverage the company appears to have.
Cash stress changes negotiation posture and role risk.
If runway is thin, prefer cash/signing certainty over back-loaded equity.
Revenue per employee
Revenue productivity per employee from company financial and headcount data.
High productivity supports premium compensation; weak productivity can foreshadow cost pressure.
Use strong productivity as support for a strategic-hire compensation argument.
Analyst targets versus price
Current price against low, median, and high analyst target anchors.
It frames whether the market already prices in most of the upside.
Use wide dispersion as a reason to derisk vesting or ask for more shares.
Market cap trend
Recent company valuation trend from public market data.
It contextualizes equity timing and whether the offer arrives after a run-up or reset.
Pair this with stock-risk metrics before accepting equity-heavy compensation.
What could make this role better or worse than it looks
This section turns leadership, insider, board, and market signals into career-risk context for the role you are considering — and carries the forward scenarios: the base case and the three forks this offer can take.
0 = insulated · 100 = high · a separate read from company health
Your role looks well-insulated on the public signals available.
Company revenue is up 16% across the available quarters, which lowers role exposure at the company level.
1 executive departure in the last 12 months. · source
Public court records, aggregated at the employer level. Individual parties are not shown; the docket links go to the primary source.
named as defendant in 2 employment civil rights cases (most recent 2025-05-20).
Litigation (public court records)
On file — see detail above
Wage enforcement (U.S. DOL WHD)
None in the record
Workplace safety (U.S. OSHA)
None in the record
DOL debarment
None in the record
Limitations
No Item 2.05 restructuring 8-Ks matched this employer in the lookback window.
No WARN notices matched (coverage is strongest in CA and NY).
No public ATS board is mapped for this employer, so hiring velocity is unavailable.
Public court-records lookup degraded this run — litigation posture may be incomplete.
Segment-level revenue is rarely disclosed; the revenue signal uses the company total as a proxy.
Leadership graph (resolved): Craig Vosburg — Chief Services Officer (since 2024-01-01); Sachin Mehra — Chief Financial Officer (since 2019-01-01); Linda Pistecchia Kirkpatrick — President of the Americas (since 2026-08-03); Chris Mullett — Corporate Controller and principal accounting officer (since 2026-08-03); Rich Verma — Chief Administrative Officer (since 2025-01-01); Susan Muigai — Chief People Officer (since 2025-01-01); Jill Kramer — Chief Marketing and Communications Officer (since 2025-01-01); Jon M. Huntsman, Jr. — Vice Chairman and President, Strategic Growth (since 2024-01-01); Jorn Lambert — Chief Product Officer (since 2024-01-01); Ling Hai — President, Asia Pacific, Europe, Middle East & Africa (since 2024-01-01); Raj Seshadri — Chief Commercial Payments Officer (since 2024-01-01); Michael Miebach — Chief Executive Officer, President & Director (since 2021-01-01)
Evidence confidence: medium
McLaughlin Edward Grunde: opportunistic_sell (negative).
Evidence confidence: medium
Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).
Evidence confidence: medium
Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).
Evidence confidence: medium
Timothy Murphy retirement: Vice Chair
Evidence confidence: medium
Sachin Mehra promotion: Chief Business Officer
Evidence confidence: medium
Linda Kirkpatrick promotion: Chief Services Officer
Evidence confidence: medium
Eighteen months in, the CFO transition proved more disruptive than the press release suggested: Ling Hai, stepping into the CFO seat with no prior public-company CFO experience, presided over a strategic reprioritization that deprioritized the Risk & Analytics function in favor of Mastercard's core network expansion narrative, and the headcount absorption problem — 39,800 employees growing at 66% over four years while revenue-per-employee grew only 2.7% — finally triggered a Band E and above efficiency review in Q1 2027. The user's role, hired under the prior CFO's mandate to build out analytics infrastructure, lost executive sponsorship mid-cycle, and the 1-year RSU cliff meant the user forfeited the entire $55,000 grant when the position was eliminated in February 2027 — three months before the cliff date. The $15,000 signing bonus clawback was still active, leaving the user with a net negative financial outcome relative to their prior role despite the headline $235,000 package.
Evidence confidence: medium
Ling Hai's first two earnings calls (Q3 FY26 on October 29, 2026 and Q4 FY26 in early 2027) contain language around 'operational efficiency,' 'headcount optimization,' or 'cost discipline' — any of these phrases in the transcript, absent a corresponding revenue acceleration above 15.8% YoY, signals…
Evidence confidence: medium
Mastercard's Q2 FY26 earnings release on July 30, 2026 shows Value-Added Services & Solutions net revenue growth decelerating below 15% YoY (from the current 18% trajectory) — this is the segment most directly tied to the Risk & Analytics mandate, and a deceleration here removes the primary…
Evidence confidence: medium
At $165,000, the base sits at the 98th percentile of the Missouri base-cash market band (median $100,000, n=42 DOL H-1B filings), meaning Mastercard is paying at the top of local cash comp before a single dollar of equity or signing is counted. The headline package of $235,000 — base plus $55,000 RSU grant plus $15,000 signing — is 2.4× the base-cash median, though that multiple is not an apples-to-apples comparison since the market band excludes equity and bonus entirely. Mastercard's underlying fundamentals reinforce the offer quality: Rule of 40 of 51.5, 15.8% revenue growth outpacing the peer-group median of 13.3%, a 35.7% FCF margin, and a Piotroski score of 7 signal a financially durable employer where the RSU grant carries real upside — analyst consensus targets $632.60 versus the current $534.70.
Evidence confidence: medium
Career-path aggregates use optional user contributions; this report scores public filings only.
SEC leadership records alumni reference: 1 executive transitions; top buckets: other (1).
Evidence confidence: medium
Three forks
The three ways this role can go from here — the downside path, the base case, and the upside. Each fork carries a signal of its own direction or says plainly that none was extracted; a fork never borrows the nearest available sentence.
Ling Hai's first two earnings calls (Q3 FY26 on October 29, 2026 and Q4 FY26 in early 2027) contain language around 'operational efficiency,' 'headcount optimization,' or 'cost discipline' — any of these phrases in the transcript, absent a corresponding revenue acceleration above 15.8% YoY, signals…
At $165,000, the base sits at the 98th percentile of the Missouri base-cash market band (median $100,000, n=42 DOL H-1B
Yes = the role has lost C-suite proximity and is structurally at higher layoff risk in any efficiency review; No = the reporting chain is intact and the role retains the executive sponsorship assumed…
Leadership tape
Source-backed leadership facts are used conservatively; unresolved or sparse records are omitted from user-facing claims.
Timothy Murphy
2026-10-01retirement: Vice Chair → role
“will retire from Mastercard in October 2026.”
Sachin Mehra
2026-08-03promotion: Chief Financial Officer → Chief Business Officer
“will assume the role of Chief Business Officer.”
Linda Kirkpatrick
2026-08-03promotion: President, Americas → Chief Services Officer
“will succeed Mr. Vosburg as Chief Services Officer.”
Craig Vosburg
2026-08-03promotion: Chief Services Officer → Vice Chair
“will transition from his current role to the role of Vice Chair.”
Coverage note
Insider intensity
Form 4 buy/sell activity summarized by month.
Heavy selling does not automatically mean distress, but it changes how much equity risk you should accept.
Use sustained selling as support for vest protection or more cash.
Institutional ownership
3,690 institutional holders (latest 13F)
How much of the float sits with institutions, and across how many holders.
Ownership mix can amplify volatility and market sensitivity.
Treat concentrated ownership as another reason to stress-test equity-heavy offers.
Not available for this run: dated C-suite tenure, board interlocks, and largest-holder position sizes. Every stream we checked — rendered, held, or absent — is itemized in the appendix coverage matrix.
Employer durability versus peers
How this company's financial health reads against its public peers — every company scored on the identical rubric, from its own filings. This is a durability comparison, not a list of jobs you could take instead.
Financial health, one rubric
Every company below is scored by the same rule — Rule of 40, revenue growth, cash runway — from its own filings. No cross-company guessing.
Financial health on one rubric: MA scores 74; peers — COF 95, ALLY 71, AXP 58, PYPL 52; peer median 71.
Evidence confidence: medium
Financial-health axis only — leadership, career, and role factors are not honestly comparable across companies from public filings alone.
No user-contributed tenure aggregate has passed k-anonymity for this company yet.
Evidence confidence: low — read the specifics as directional, not verified
How to use the brief in the conversation
This is the action layer: the asks to prioritize, the scripts to use, the questions to ask, and the dealbreakers to monitor.
Your base is already strong — $165,000 sits well above what the market data shows for this role in Missouri, so lead with equity, not salary. Open by expressing genuine enthusiasm for the role and the business, then make one clean ask: bring the RSU grant from $55,000 to $63,000 to better reflect the scope of what you're stepping into and the growth the business is clearly delivering. Frame it as aligning your upside with the segment you'll be working in — not as a complaint about the offer.
Your counter, lever by lever
The offer base of $165,000 is at the 98th percentile of the Missouri market band (median $100,000, p75 $110,000, n=42 DOL filings). A push to $173,000 is defensible on scope grounds — Mastercard's Value-Added Services & Solutions segment grew 18% in Q1 2026, and a Senior Manager owning risk and analytics in that context commands a premium. Floor is $165,000; this lever is secondary to equity and should only be pressed if equity is immovable.
offer at/above market p90 — small base push, press equity & scope
The $55,000 RSU grant over 3 years is the primary negotiation surface. Analyst consensus prices MA at $632.60 — an 18.3% premium to the current $534.70, which is itself 10.7% below its recent peak. In the base scenario, the grant is worth $65,070 at vest; in the bear case, $54,873. A target of $63,000 at grant is modest and credible given Mastercard's 35.7% FCF margin and $17.9B in free cash flow to the firm — the company has capacity. This is the lever most likely to move.
computed equity room
The $15,000 signing bonus is a one-time event that drops year-2 effective compensation from $235,000 to $216,667. The counter-structure shows a target of $8,000 additional signing (floor $15,000 existing) — use this only as a fallback if base and equity are both immovable, to partially offset the cliff-year equity gap created by the 1-year vest cliff on a 3-year schedule.
one-time bridge sized to the base gap (use if they cannot move base)
Non-cash but high-value: push for clarity on the equity refresh cadence at the 12-month mark, and ask whether the role can be evaluated for Band F reclassification at the first annual review given the organizational restructuring underway — Sachin Mehra moving to Chief Business Officer, Linda Kirkpatrick to Chief Services Officer — which typically opens senior manager slots for expanded scope. A committed refresh cycle at year 1 is worth more than a one-time signing bump.
non-cash lever: leveling, scope, and equity-refresh cadence
Scripts
Written to be sent as they are. Edit any of them before you copy.
When they push back
“The base is already above our band for this level in Missouri.”
I completely understand that, and honestly I'm not pushing on base — I know the salary is strong for this market. My ask is really on the equity side, bringing the RSU grant from $55,000 to $63,000. That's where I'd love to find some room.
“We don't have flexibility on the equity grant — it's set by the band.”
I appreciate you being straight with me. If the grant itself is fixed, could we talk about a refresh commitment at the 12-month mark? Even a smaller equity refresh in year two would go a long way toward closing the gap I'm looking at. Is that something that's been done for roles at this level?
“The signing bonus is already generous at $15,000.”
It is, and I appreciate it. My main focus is really the equity grant, not the signing bonus. If we can get the RSUs to $63,000, I'm honestly not worried about the signing number — that's the piece that matters most to me for the long term.
“We're at best and final.”
I hear you, and I want to be clear — I want this job. If $63,000 on the equity isn't possible, I'd ask one more thing: can we put something in writing about an equity refresh review at the 12-month mark? That would give me confidence that the conversation stays open as I grow into the role. Would that be something you could support?
“Other candidates aren't asking for this.”
That's fair, and I'm not trying to be difficult — I genuinely want to join the team. I'm just being honest about what would make me feel fully committed from day one. The equity ask is modest relative to what the business is doing, and I think it sets us both up for a better long-term relationship. Is there any path to getting there?
“I've genuinely valued this entire process, and I have real respect for the team and what Mastercard is building — if the equity and refresh terms aren't something we can move on at all, I need to be honest that I'm not able to accept the offer as structured, but I hope we can stay in touch as things evolve on both sides.”
Targets are computed from your offer and a 5% base / 15% equity negotiation-room estimate; anchored to the DOL LCA market band for Missouri, where your base sits at roughly the 98th percentile; They are derived deterministically, not written by the model.
Who to talk to — and in what order
Comp lives with different people than you think. Aim each ask at the person who can actually move it.
Owns the offer number and can move base / signing within a set band.
Your first channel. Make the case here: give them the market floor and one clear, specific ask. Stay warm — they're your messenger, not your obstacle.
Owns level, scope, and the business case for hiring you.
Your advocate. Loop them in for a level bump, equity, or when the recruiter says the band is fixed — they can request an exception the recruiter can't.
Sets the salary bands; rarely negotiates with you directly.
You almost never talk to them. But the hiring manager can push an out-of-band exception up to them — which is why winning the manager matters.
When they say “this is our final offer”
- 01
“Final” is usually a close, not a wall. Stay gracious, restate your value in one line, and make a single specific, justified ask — not a list.
- 02
If base is capped, trade levers: pivot to a signing bonus, an equity refresh, an accelerated first review, or a title/level adjustment.
- 03
Only invoke a deadline or competing interest if it's real. A bluff that gets called costs you leverage and goodwill.
- 04
Give them an easy yes: name the one thing that turns a maybe into a signature today.
“I really want to make this work — I’m ready to sign. The one thing that would let me say yes today is [specific ask]. Is there any room there?”
Equity grant is thin relative to analyst-implied upside
The $55,000 RSU grant over 3 years is modest against Mastercard's analyst consensus price target of $632.60 — a 18.3% premium to the current $534.70. In the base scenario, your RSUs are worth $65,070 at vest; in the bull case, $65,728. Requesting a grant increase to $75,000–$80,000 closes the gap between what the market believes the stock is worth and what you're being asked to accept at today's depressed price, which sits 10.7% below its recent peak.
Evidence anchor: Computed equity scenario values (bear=$54,873 at $533.47, base=$65,070 at $632.60, bull=$65,728 at $639); stock current drawdown -10.7%
Signing bonus is one-time; negotiate a refresh cycle
The $15,000 signing bonus is a single event that disappears after year one, dropping your effective year-1 package from $235,000 to $216,667 in year two. Mastercard's FCF margin is 35.7% and the company generated over $17.9 billion in free cash flow to the firm — it has the capacity to commit to a year-2 equity refresh or a higher initial grant rather than front-loading a cash payment that creates a cliff. Ask specifically for a refresh RSU grant of $20,000–$25,000 at the 12-month mark, or convert part of the signing into additional equity.
Evidence anchor: Computed metrics: FCF margin 35.7%; Comp after cliff year-1 USD $216,667 (vest 3y, cliff 1y); freeCashFlowToFirmTTM $17,940,100,883
Revenue growth outpaces peers; demand a premium
Mastercard's revenue grew 15.8% year-over-year versus a peer-group median of 13.3% — it is growing faster than American Express, Visa, PayPal, and Capital One on a revenue basis. Value-Added Services & Solutions, the segment most directly relevant to a Risk & Analytics hire, grew 18% in Q1 2026 per the earnings transcript. A candidate joining a faster-growing segment at a faster-growing company has pricing power; the ask for a $170,000–$172,000 base or a larger equity grant is grounded in the company's own outperformance, not market speculation.
Evidence anchor: Computed metrics: MA revenue growth YoY 15.8% vs. peer median 13.3%; Earnings structured data: Value-Added Services & Solutions net revenue growth 18%
Headcount surge signals role criticality; use it
Mastercard's employee count grew from 24,000 (2021) to 39,800 (2025) — a 65.8% increase in four years — while revenue per employee rose only 2.7% YoY, indicating the company is still absorbing headcount and needs productive senior contributors to justify the expansion. The June 2026 C-suite reshuffle — Sachin Mehra moving to Chief Business Officer, Linda Kirkpatrick to Chief Services Officer — signals active organizational restructuring, which typically creates open senior manager slots that are harder to backfill. That urgency is negotiating capital: use it to push for a faster vest schedule (2-year cliff instead of 3) or a higher band classification.
Evidence anchor: SEC 10-K employee count filings (2021–2025); computed Revenue/employee YoY 2.7%; Graph context transition: Sachin Mehra promotion 2026-08-03
Base is at the geographic ceiling; redirect negotiation to equity structure
At $165,000, the base sits at the 98th percentile of the Missouri base-cash market band (median $100,000, n=42 DOL H-1B/LCA filings). Pushing for a materially higher base invites resistance and risks goodwill — the company knows the local anchor. The more productive negotiation surface is equity structure: request that the $55,000 grant be indexed to a 90-day VWAP at grant date rather than the offer-letter price, protecting against the current -10.7% drawdown, or ask for a performance RSU modifier tied to the Value-Added Services segment growth rate, which printed 18% in Q1 2026. This reframes the conversation from 'pay me more' to 'align my incentives with the business you told analysts is your fastest-growing segment.'
Evidence anchor: Comp placement: base $165,000 at 98th percentile of Missouri band (median $100,000, n=42); stock current drawdown -10.7%; earnings Q1 2026 VAS growth 18%
Questions they cannot fake
- 1
The $55,000 RSU grant vests over 3 years, but MA is trading at $534.70 — roughly 15.5% below the analyst consensus price target of $632.60. What is the grant-date price used to calculate my share count, and will the company consider a larger grant to offset the current drawdown from the 52-week range?
RSU value is fixed at grant-date price. If shares were priced at or near the current $534.70 rather than a higher reference price, you receive fewer shares. With a -10.7% current drawdown and a DCF fair value of $551.72, there is a credible case that the stock is temporarily depressed — making this the right moment to push for a larger share count or a one-time true-up. The equity scenario spread is already 19.8% between bear and bull cases, so the ask is grounded in real price risk, not speculation.
- 2
Value-Added Services & Solutions grew net revenue 18% last quarter — faster than the company's overall 15.8% YoY revenue growth and above the peer-group median of 13.3%. Is this role aligned to that segment, and how does Band E equity refresh cadence reflect performance in a high-growth business unit versus the broader network?
Mastercard's fastest-growing segment is the one most likely to generate above-cycle equity refreshes and bonus pools. If this Risk & Analytics role sits inside or adjacent to VAS, the candidate should understand whether annual refresh grants are benchmarked to that segment's outperformance or to a company-wide pool. The answer directly affects year-2 and year-3 total comp, which matters because the cliff is year 1 and the $15,000 signing bonus does not recur.
- 3
Mastercard announced a significant C-suite reshuffle effective August 3, 2026 — Sachin Mehra moving from CFO to Chief Business Officer, Linda Kirkpatrick becoming Chief Services Officer, and Tim Murphy retiring in October. Which of these transitions affects the reporting chain for this role, and has the organizational structure for Risk & Analytics been finalized under the new leadership?
Starting November 1 means onboarding into a leadership structure that is less than 90 days old. Reporting-chain instability at the VP and SVP level is a real risk: priorities shift, headcount approvals get re-reviewed, and high-visibility projects get reassigned. Asking this question signals strategic awareness and surfaces whether the role's mandate is settled or still being defined — which affects both near-term scope and the path to M3.
- 4
Insider Form 4 filings show 15 open-market sells and zero open-market buys over the past 90 days, including a classified opportunistic sell by Edward McLaughlin. What is the typical annual equity refresh grant size at Band E, and is there a performance-based RSU component tied to metrics like switched transaction growth or VAS revenue that would give me upside beyond the linear vest?
Sustained insider selling at current prices is not disqualifying — executives diversify — but it is a data point worth probing. The more productive angle is using it to pivot toward the structure of the refresh grant. If Mastercard offers PSUs or performance-conditioned RSUs at senior manager level, the candidate should understand the metrics (GDV growth, cross-border volume, VAS revenue) and target payout ranges before signing. A $55,000 base grant with no performance kicker is a weaker structure than one with a 1.5x multiplier tied to metrics the company is already hitting.
Dealbreakers to watch
Sustained insider selling with zero open-market buys in 90 days
mediumForm 4 filings show 15 open-market sells and 0 open-market buys over the trailing 90 days (79,646 shares disposed vs. 38,037 acquired, all acquisitions being non-discretionary equity awards). The acquired/disposed ratio is 0.21. CTO Edward McLaughlin was flagged as an opportunistic seller. At a current price of $534.70 against an analyst median target of $632.60, insiders are selling into a stock trading 15% below consensus — a directional signal worth monitoring before your RSUs vest.
Source ↗ · SEC Form 4 filings (FMP insider statistics, Q3 2026; McLaughlin opportunistic_sell classification from materialized signal)CFO departure mid-vest-cycle creates financial leadership uncertainty
mediumSachin Mehra transitions from CFO to newly created Chief Business Officer on August 3, 2026 — three months before your November 1 start date. Ling Hai (current President, Asia Pacific/EMEA) steps in as CFO with no prior public-company CFO track record at Mastercard. For a Risk & Analytics role, the CFO transition matters: budget authority, risk appetite frameworks, and analytics investment priorities are often reset during CFO handoffs. Your 3-year RSU vest runs through late 2029, spanning at least one full planning cycle under the new CFO.
Source ↗ · 8-K/press release filed 2026-05-29 (SEC EDGAR, ma-20260529.htm); Graph transition record confirmed August 3, 2026 effective dateStock is down 10.7% from recent highs with a -3.6% 12-month return — RSU grant price matters
lowMA trades at $534.70, down 10.7% from its recent peak and -3.6% over 12 months, against a peer-group median revenue growth of 13.3% (Mastercard at 15.8% — faster than peers). The bear-case RSU scenario values your $55,000 grant at $54,873 (at $533.47); the base case at $65,070 (at analyst median $632.60). Annualized volatility is 22% with a max drawdown of -21.3%. Ask HR to confirm the grant-date pricing mechanism — if RSUs are priced at grant date post-start, a November 1 start locks in current depressed levels, which is actually favorable for upside. If the grant date is set at a future board meeting, clarify the timeline before signing.
Source: Computed metrics (stock price $534.70, 12mo% -3.6%, max drawdown -21.3%, equity scenario values); analyst consensus median $632.60
Headcount grew 66% in four years — revenue/employee growth of only 2.7% signals absorption risk
lowMastercard's employee count rose from 24,000 (2021 10-K) to 39,800 (2025 10-K), a 65.8% increase in four years. Revenue per employee is $211,005, up only 2.7% year-over-year. The Q1 2026 earnings transcript contains no headcount guidance — direction is flagged as 'unclear.' Rapid hiring followed by productivity plateaus historically precedes selective rationalization. Missouri WARN coverage has a tracking gap, so absence of a notice is not confirmation of stability. For a Senior Manager role, understand whether your team headcount is growing, flat, or under review before accepting.
Source ↗ · SEC 10-K filings (employee count history, CIK 0001141391, 2022-02-11 through 2026-02-11); computed metric revenue/employee YoY 2.7%
Pre-mortem: what would make this offer fail
These are the brief’s highest-friction warnings converted into diligence prompts before you sign.
- 1
Sustained insider selling pattern detected.
Canonical action signals
Equity grant is thin relative to upside: The $55,000 RSU grant over 3 years is modest against Mastercard's analyst consensus price target of $632.60 — a 18.3% premium to the current $534.70. In the base scenario, your RSUs are worth $65,070 at vest; in the bull case, $65,728. Requesting a grant increase to $75,000–$80,000 closes the gap between what the market believes the stock is worth and what you're being asked to accept at today's depressed price, which sits 10.7% below its recent peak.
Evidence confidence: medium
Signing bonus is one-time; negotiate a refresh cycle: The $15,000 signing bonus is a single event that disappears after year one, dropping your effective year-1 package from $235,000 to $216,667 in year two. Mastercard's FCF margin is 35.7% and the company generated over $17.9 billion in free cash flow to the firm — it has the capacity to commit to a year-2 equity refresh or a higher initial grant rather than front-loading a cash payment that creates a cliff. Ask specifically for a refresh RSU grant of $20,000–$25,000 at the 12-month mark, or convert part of the signing into additional equity.
Evidence confidence: medium
Revenue growth outpaces peers; demand a premium: Mastercard's revenue grew 15.8% year-over-year versus a peer-group median of 13.3% — it is growing faster than American Express, Visa, PayPal, and Capital One on a revenue basis. Value-Added Services & Solutions, the segment most directly relevant to a Risk & Analytics hire, grew 18% in Q1 2026 per the earnings transcript. A candidate joining a faster-growing segment at a faster-growing company has pricing power; the ask for a $170,000–$172,000 base or a larger equity grant is grounded in the company's own outperformance, not market speculation.
Evidence confidence: medium
The $55,000 RSU grant vests over 3 years, but MA is trading at $534.70 — roughly 15.5% below the analyst consensus price target of $632.60. What is the grant-date price used to calculate my share count, and will the company consider a larger grant to offset the current drawdown from the 52-week range? Why: RSU value is fixed at grant-date price. If shares were priced at or near the current $534.70 rather than a higher reference price, you receive fewer shares. With a -10.7% current drawdown and a DCF fair value of $551.72, there is a credible case that the stock is temporarily depressed — making this the right moment to push for a larger share count or a one-time true-up. The equity scenario spread is already 19.8% between bear and bull cases, so the ask is grounded in real price risk, not speculation.
Evidence confidence: medium
Value-Added Services & Solutions grew net revenue 18% last quarter — faster than the company's overall 15.8% YoY revenue growth and above the peer-group median of 13.3%. Is this role aligned to that segment, and how does Band E equity refresh cadence reflect performance in a high-growth business unit versus the broader network? Why: Mastercard's fastest-growing segment is the one most likely to generate above-cycle equity refreshes and bonus pools. If this Risk & Analytics role sits inside or adjacent to VAS, the candidate should understand whether annual refresh grants are benchmarked to that segment's outperformance or to a company-wide pool. The answer directly affects year-2 and year-3 total comp, which matters because the cliff is year 1 and the $15,000 signing bonus does not recur.
Evidence confidence: medium
Mastercard announced a significant C-suite reshuffle effective August 3, 2026 — Sachin Mehra moving from CFO to Chief Business Officer, Linda Kirkpatrick becoming Chief Services Officer, and Tim Murphy retiring in October. Which of these transitions affects the reporting chain for this role, and has the organizational structure for Risk & Analytics been finalized under the new leadership? Why: Starting November 1 means onboarding into a leadership structure that is less than 90 days old. Reporting-chain instability at the VP and SVP level is a real risk: priorities shift, headcount approvals get re-reviewed, and high-visibility projects get reassigned. Asking this question signals strategic awareness and surfaces whether the role's mandate is settled or still being defined — which affects both near-term scope and the path to M3.
Evidence confidence: medium
Eighteen months in, the CFO transition proved more disruptive than the press release suggested: Ling Hai, stepping into the CFO seat with no prior public-company CFO experience, presided over a strategic reprioritization that deprioritized the Risk & Analytics function in favor of Mastercard's core network expansion narrative, and the headcount absorption problem — 39,800 employees growing at 66% over four years while revenue-per-employee grew only 2.7% — finally triggered a Band E and above efficiency review in Q1 2027. The user's role, hired under the prior CFO's mandate to build out analytics infrastructure, lost executive sponsorship mid-cycle, and the 1-year RSU cliff meant the user forfeited the entire $55,000 grant when the position was eliminated in February 2027 — three months before the cliff date. The $15,000 signing bonus clawback was still active, leaving the user with a net negative financial outcome relative to their prior role despite the headline $235,000 package.
Evidence confidence: medium
Ling Hai's first two earnings calls (Q3 FY26 on October 29, 2026 and Q4 FY26 in early 2027) contain language around 'operational efficiency,' 'headcount optimization,' or 'cost discipline' — any of these phrases in the transcript, absent a corresponding revenue acceleration above 15.8% YoY, signals…
Evidence confidence: medium
Mastercard's Q2 FY26 earnings release on July 30, 2026 shows Value-Added Services & Solutions net revenue growth decelerating below 15% YoY (from the current 18% trajectory) — this is the segment most directly tied to the Risk & Analytics mandate, and a deceleration here removes the primary…
Evidence confidence: medium
Not available for this run: exit terms on the public record. Every stream we checked — rendered, held, or absent — is itemized in the appendix coverage matrix.
What this brief covers — and what it can’t
Public-company evidence: financial health and trajectory, leadership and board signals, role-level exposure (restructuring filings, WARN notices), the citable market wage band, insider filing patterns, and the negotiation math built from them.
Your future manager and team, day-to-day culture, benefit terms the filings don’t carry (the 401k match formula, PTO, parental leave, healthcare costs), and private-company comparisons. Where a DOL Form 5500 filing matched, the plan-level 401k facts appear above — the day-to-day terms still don’t. That’s what the verification questions in §6 are for — ask them before you sign.
Evidence and methodology
The main brief stays readable; the supporting facts, confidence map, source logs, methodology, and export preview live here for auditability.
Confidence and data gaps
- Career-path aggregates use optional user contributions; this report scores public filings only.
- Sustained insider selling pattern detected.
Sources cross-referenced
Data coverage
This tracks whether available evidence is rendered, held for methodology, gated by confidence, or unavailable.
Canonical verdict and one-number model
Canonical
Rendered in the executive decision screen.
Canonical section claims
Canonical · 51 items
Rendered across the guided chapters as concise evidence cards.
Supporting facts and methodology notes
Canonical · 31 items
Kept in the appendix so the main report stays readable.
Revenue product and geographic segmentation
Fetched · 4 items
Top segments are rendered in Company Quality; full rows remain source data.
Analyst estimates, grades, DCF, targets, earnings
Fetched
Rendered as market-consensus cards instead of raw analyst feeds.
News, press releases, and M&A events
Fetched · 6 items
Material recent events are summarized; raw feed clutter is omitted from the main flow.
Ownership concentration and financial health scores
Fetched
Rendered in Role and Career Risk when it changes the risk read.
Career signal layer leadership and board coverage
Computed
Rendered as leadership tape, coverage note, and board count.
O*NET, BEA, WARN, SEC facts, lobbying, USAspending, FEC
Open Data · 4 items
Verified public-data facts are rendered through canonical claims and the evidence appendix.
Evidence behind the dossier: supporting facts, methodology, confidence rationale, filing logs, and exportable rows. Empty sections describe what was reviewed rather than silently disappearing.
Supporting facts(31)
- Quarterly revenue (Q1 FY25): $7250.0M.Company financial statements · high confidence · Q1 FY25
- Quarterly revenue (Q2 FY25): $8133.0M.Company financial statements · high confidence · Q2 FY25
- Quarterly revenue (Q3 FY25): $8602.0M.Company financial statements · high confidence · Q3 FY25
- Quarterly revenue (Q4 FY25): $8806.0M.Company financial statements · high confidence · Q4 FY25
- Quarterly revenue (Q1 FY26): $8398.0M.Company financial statements · high confidence · Q1 FY26
- Rule of 40 score: 51.5. Revenue growth 15.8% + FCF margin 35.7%.Computed market metrics · high confidence · 2026-07-22T15:20:46.867Z
- Revenue per employee: $211K (+2.7% YoY).Computed market metrics · medium confidence · 2026-07-22T15:20:46.867Z
- Insider activity (90d): 15 open-market sells, 0 open-market buys, sell ratio 100%. Excluded as non-discretionary: 18 equity awards, 2 tax-withholding, 0 gifts. Pattern: sustained_selling. Signal: negative (high).Form 4 insider activity · medium confidence · 2026-07-22T15:22:32.338Z
- Equity scenario base case: analyst median implies $65,070 for the supplied grant.Equity scenario model · high confidence · 2026-07-22T15:20:46.867Z
- 12-month stock risk: annualized volatility 22%, max drawdown -21.3%, current drawdown -10.7%.Historical price model · high confidence · 2026-07-22T15:20:46.867Z
- Timothy Murphy retirement: Vice Chair.SEC 8-K leadership event · medium confidence · 2026-10-01https://www.sec.gov/Archives/edgar/data/1141391/000114139126000037/ma-20260529.htm
- Sachin Mehra promotion: Chief Business Officer.SEC 8-K leadership event · medium confidence · 2026-08-03https://www.sec.gov/Archives/edgar/data/1141391/000114139126000037/ma-20260529.htm
- Linda Kirkpatrick promotion: Chief Services Officer.SEC 8-K leadership event · medium confidence · 2026-08-03https://www.sec.gov/Archives/edgar/data/1141391/000114139126000037/ma-20260529.htm
- Craig Vosburg promotion: Vice Chair.SEC 8-K leadership event · medium confidence · 2026-08-03https://www.sec.gov/Archives/edgar/data/1141391/000114139126000037/ma-20260529.htm
- Chris Mullett hire: Corporate Controller and principal accounting officer.SEC 8-K leadership event · medium confidence · 2026-08-03https://www.sec.gov/Archives/edgar/data/1141391/000114139126000034/ma-20260505.htm
- Board: 11 directors (10/11 independent).Proxy statement board record · medium confidence · 2026https://www.sec.gov/Archives/edgar/data/1141391/000114139126000021/ma-20260427.htm
- SEC filing: 4 filed 2026-07-15 00:00:00.SEC filing index · medium confidence · 2026-07-15 00:00:00https://www.sec.gov/Archives/edgar/data/1141391/000114139126000077/xslF345X06/wk-form4_1784149645.xml
- SEC filing: 4 filed 2026-07-15 00:00:00.SEC filing index · medium confidence · 2026-07-15 00:00:00https://www.sec.gov/Archives/edgar/data/1141391/000114139126000076/xslF345X06/wk-form4_1784149431.xml
- SEC filing: 4 filed 2026-07-08 00:00:00.SEC filing index · medium confidence · 2026-07-08 00:00:00https://www.sec.gov/Archives/edgar/data/1141391/000114139126000072/xslF345X06/wk-form4_1783541187.xml
- Strategic coherence: 70/100 (Strong). The evolving strategic focus suggests opportunities in innovation and technology roles, particularly in areas related to digital assets and cybersecurity.Earnings call transcript · high confidence · 2026-07-22T15:22:32.338Z
Confidence map(8)
- comp_reality · high Section has source-backed facts available.
- leverage · medium Section has source-backed facts available.
- leadership_stability · medium Section has source-backed facts available.
- three_questions · medium Section has source-backed facts available.
- counterfactual · low Counterfactual recommender needs alumni outcomes and peer score generation.
- five_year_forecast · low Career-path aggregates use optional user contributions; this report scores public filings only.
- organizational_diagnosis · medium Section has source-backed facts available.
- red_flags · medium Section has source-backed facts available.
Methodology(10)
- Trajectory Score weights organizational health, leadership stability, strategic coherence, alumni outcomes, promotion velocity, skills marketability, and role-specific risk.
- One Number model varies by report mode: NPV for offer evaluation, EV delta for stay-or-go, trajectory percentile for job seekers, CCVI for career trajectory.
- Public-source leadership signals come from SEC 8-K and DEF 14A records when available.
- Leadership coverage: ready. Leadership=ready, board=ready, transitions=ready. 28 role records, 11 board records, 7 transition records.
- Ticker: MA. Company: Mastercard Incorporated.
- Offer inputs: base $165,000, equity $55,000.
- No user-contributed tenure aggregates available.
- Cross-section findings are AI-generated from assembled Tier 2 data and validated for multi-section citation.
- Pre-mortem output was generated by Footnote's structured risk model.
- Insider sentiment aggregate was not available for this ticker.
8-K leadership log(7)
[
{
"new_role": null,
"source_url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000037/ma-20260529.htm",
"former_role": "Vice Chair",
"person_name": "Timothy Murphy",
"source_quote": "will retire from Mastercard in October 2026.",
"effective_date": "2026-10-01",
"prior_employer": null,
"transition_type": "retirement"
},
{
"new_role": "Chief Business Officer",
"source_url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000037/ma-20260529.htm",
"former_role": "Chief Financial Officer",
"person_name": "Sachin Mehra",
"source_quote": "will assume the role of Chief Business Officer.",
"effective_date": "2026-08-03",
"prior_employer": null,
"transition_type": "promotion"
},
{
"new_role": "Chief Services Officer",
"source_url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000037/ma-20260529.htm",
"former_role": "President, Americas",
"person_name": "Linda Kirkpatrick",
"source_quote": "will succeed Mr. Vosburg as Chief Services Officer.",
"effective_date": "2026-08-03",
"prior_employer": null,
"transition_type": "promotion"
},
{
"new_role": "Vice Chair",
"source_url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000037/ma-20260529.htm",
"former_role": "Chief Services Officer",
"person_name": "Craig Vosburg",
"source_quote": "will transition from his current role to the role of Vice Chair.",
"effective_date": "2026-08-03",
"prior_employer": null,
"transition_type": "promotion"
},
{
"new_role": "Corporate Controller and principal accounting officer",
"source_url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000034/ma-20260505.htm",
"former_role": null,
"person_name": "Chris Mullett",
"source_quote": "Chris Mullett will be appointed to succeed Ms. Arkell as Corporate Controller",
"effective_date": "2026-08-03",
"prior_employer": "Mastercard",
"transition_type": "hire"
},
{
"new_role": null,
"source_url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000006/ma-20260202.htm",
"former_role": "Chief Financial Officer",
"person_name": "Sachin Mehra",
"source_quote": "adjustments to the base salary and target annual incentive bonus opportunity",
"effective_date": "2026-03-01",
"prior_employer": null,
"transition_type": "promotion"
},
{
"new_role": null,
"source_url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000006/ma-20260202.htm",
"former_role": "Chief Services Officer",
"person_name": "Craig Vosburg",
"source_quote": "adjustments to the base salary and target annual incentive bonus opportunity",
"effective_date": "2026-03-01",
"prior_employer": null,
"transition_type": "promotion"
}
]Insider trading log(100)
[
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"reportingCik": "0001704831",
"securityName": "Class A Common Stock",
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"transactionDate": "2026-07-15",
"transactionType": "M-Exempt",
"directOrIndirect": "D",
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"acquisitionOrDisposition": "A"
},
{
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"securityName": "Class A Common Stock",
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"securitiesOwned": 56636.396,
"transactionDate": "2026-07-15",
"transactionType": "S-Sale",
"directOrIndirect": "D",
"securitiesTransacted": 1903,
"acquisitionOrDisposition": "D"
},
{
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"directOrIndirect": "D",
"securitiesTransacted": 1108,
"acquisitionOrDisposition": "D"
},
{
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"price": 531.6279,
"symbol": "MA",
"formType": "4",
"companyCik": "0001141391",
"filingDate": "2026-07-15",
"typeOfOwner": "officer: President & CTO, MA Tech",
"reportingCik": "0001704831",
"securityName": "Class A Common Stock",
"reportingName": "McLaughlin Edward Grunde",
"securitiesOwned": 55368.396,
"transactionDate": "2026-07-15",
"transactionType": "S-Sale",
"directOrIndirect": "D",
"securitiesTransacted": 160,
"acquisitionOrDisposition": "D"
},
{
"url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000077/0001141391-26-000077-index.htm",
"price": 533.7474,
"symbol": "MA",
"formType": "4",
"companyCik": "0001141391",
"filingDate": "2026-07-15",
"typeOfOwner": "officer: President & CTO, MA Tech",
"reportingCik": "0001704831",
"securityName": "Class A Common Stock",
"reportingName": "McLaughlin Edward Grunde",
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"transactionDate": "2026-07-15",
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]Transcript pull(6)
“Expanding acceptance locations and digital access points · Investing in best-in-class technology for faster and simpler payments · Developing value-added services and solutions powered by data and AI · Focusing on consumer payments, commercial flows, and value-added services · Expanding into agentic e-commerce and stablecoins”
Investment priority“the backdrop remains uncertain, driven by geopolitical tensions, which has put some pressure on cross-border travel.”
Stated risk · Geopolitical Tensions“we began to see some impact on cross-border travel from the conflict and the Middle East.”
Stated risk · Cross-Border Travel Impact“Cybersecurity is mission-critical. And the stakes keep rising.”
Investment priority · Cybersecurity“we are deepening our partnership with OpenAI, reinforcing their use of Mastercard Agent Pay.”
Investment priority · Agentic Commerce“We are excited about our planned acquisition of BVNK.”
Investment priority · Digital Assets
Glossary(4)
- 8-K
- SEC current report used for material company events, including executive appointments and departures.
- DEF 14A
- Definitive proxy statement containing board, governance, and executive disclosure.
- Trajectory Score
- Footnote's 0-100 estimate of career value and risk for a role/company decision.
- K-anonymity
- Privacy threshold that suppresses aggregate user-contributed metrics until enough contributors exist.
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id,claim,value,source_type,confidence fact_001,Quarterly revenue (Q1 FY25): $7250.0M.,7250000000,fmp_financials,high fact_002,Quarterly revenue (Q2 FY25): $8133.0M.,8133000000,fmp_financials,high fact_003,Quarterly revenue (Q3 FY25): $8602.0M.,8602000000,fmp_financials,high fact_004,Quarterly revenue (Q4 FY25): $8806.0M.,8806000000,fmp_financials,high fact_005,Quarterly revenue (Q1 FY26): $8398.0M.,8398000000,fmp_financials,high fact_006,Rule of 40 score: 51.5. Revenue growth 15.8% + FCF margin 35.7%.,51.5,derived_fmp,high fact_007,Revenue per employee: $211K (+2.7% YoY).,211005,derived_fmp,medium fact_008,"Insider activity (90d): 15 open-market sells, 0 open-market buys, sell ratio 100%. Excluded as non-discretionary: 18 equity awards, 2 tax-withholding, 0 gifts. Pattern: sustained_selling. Signal: negative (high).",1,fmp_insider_trading,medium fact_009,"Equity scenario base case: analyst median implies $65,070 for the supplied grant.",65070,derived_equity_scenario,high fact_010,"12-month stock risk: annualized volatility 22%, max drawdown -21.3%, current drawdown -10.7%.",'-21.3,derived_price_history,high
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