Subject company
Mastercard Incorporated
Senior Manager, Risk & Analytics · M2 / Band E · O'Fallon, MO
Take the offer seriously and negotiate from strength on equity — the base is already at ceiling, but the $55,000 RSU grant has a clear, defensible path to $75,000–$85,000 anchored to company performance and role scope rather than cost-of-living.
Mastercard Incorporated: Solid trajectory (62/100) — Rule of 40 52, stock +0% (12 months) — negotiate equity, not base.
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 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
Financial context grounds organizational health.
SEC leadership events and board data inform stability.
Offer details enable compensation modeling.
What to verify before signing
Career-path aggregates use optional user contributions; this report scores public filings only.
Sustained insider selling pattern detected.
Signals we only see when the data is connected
The equity grant is thin precisely when the role's risk surface is expanding fastest — a structural mismatch that the negotiation window should correct now
Offer economics + Negotiation leverage + Company quality · medium confidence
The 66% headcount surge that makes this role look like a growth bet is the same dynamic that, without a clarified Agent Pay mandate, turns it into a scope-ambiguity trap eighteen months in
Risks + Career upside + Questions to ask · medium confidence
Insider selling pressure and a bear-case RSU floor of $53,198 together mean the equity component could deliver less real value than the signing bonus — inverting the intended comp architecture
Risks + Offer economics + Company quality · medium confidence
Strategic coherence scores 70 out of 100 with 'Consumer Spending' and 'Partnerships' vanishing from the narrative — the same segments most likely to anchor a Risk and Analytics mandate — making the five-year career forecast more volatile than the Rule of 40 score implies
Company quality + Career upside + Risks · medium confidence
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Get your brief — $199See 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.
- 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).
- Comp is already placed above market — protect it; negotiate scope, level, or refresh terms instead of base.
- The equity-weighted package 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 (§5 questions) — 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.
Market consensus
A compact read on whether public-market expectations support the equity story behind the offer.
Baird: maintain
Jul 07, 2026 · Outperform → Outperform
TD Cowen: maintain
Jul 07, 2026 · Buy → Buy
Piper Sandler: maintain
Jun 30, 2026 · Overweight → Overweight
Loop Capital: maintain
Jun 03, 2026 · Buy → Buy
Your $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 of $97,090 for Data Scientists — the base is not the negotiation target. The real gap to close is equity: the $55,000 RSU grant over 3 years is thin relative to Mastercard's own comp philosophy (NEO equity-to-salary ratios run 6–10x at the executive level), and the bear-case RSU scenario at $533/share yields only $53,198 in realized value — push for a grant in the $70,000–$80,000 range by anchoring to the 15.8% revenue growth trajectory and the Agent Pay / stablecoin investment cycle that directly implicates a Risk & Analytics function; Missouri's BEA regional price parity index of 90.8 (meaning your nominal pay is worth ~10% more in purchasing power than the same figure in a national-average market) is a counterargument Mastercard may raise, so pre-empt it by framing the equity ask on company performance, not cost of living. Equity scenarios use rsu linear and show 19.8% spread across available public valuation anchors.
Evidence confidence: high
RSU Grant Is Thin for a $487B Company: The $55,000 RSU grant over 3 years equates to roughly $18,333 per year at grant price. At a company with a $487B market cap, 75.7% gross margins, and 35.7% FCF margin, the equity component is structurally light for a Senior Manager role. The base-case RSU scenario at $630.09/share yields $62,833 total — meaningful upside, but the grant size itself is the negotiating surface, not the stock price. Push for $75,000–$85,000 in RSUs; the company's FCF generation ($17.9B TTM) makes this a rounding error at the corporate level.
Evidence confidence: medium
Base Is Already at the 98th Percentile — Redirect to Equity: At $165,000, the base sits at the 98th percentile of the Missouri DOL H-1B/LCA market band (median $100,000, n=42). That ceiling means a base increase request faces a credible internal comp-band objection. The correct negotiating pivot is equity: frame the conversation as 'I understand the base is strong — I'd like to close the gap on the equity side to reflect the scope of the role.' This keeps the recruiter's comp-band compliance intact while targeting the dimension with the most room.
Evidence confidence: medium
Agent Pay Launch Creates Immediate Risk Scope Expansion: Mastercard launched Agent Pay in June 2026, targeting AI-agent-to-agent microtransactions at machine speed. This is a net-new risk surface — autonomous payment chains, stablecoin settlement, and high-velocity microtransaction fraud are not covered by legacy risk frameworks. A Senior Manager in Risk & Analytics hired into this environment is walking into an expanding mandate, not a steady-state one. Use this to argue that the role's scope at hire is materially broader than the job description reflects, and that the equity grant should be sized to the forward scope, not the historical one.
Evidence confidence: medium
Per the 2026 proxy (FY2025 data), CEO Michael Miebach's total compensation was $30.1M with salary of $1.25M — meaning stock awards ($19.5M) and option awards ($4.7M) comprised roughly 80% of his package. President-level NEOs (Kirkpatrick, McLaughlin, Vosburg) ranged $8.2M–$12.3M in total comp with base salaries of $695K–$796K, confirming that equity constitutes the dominant pay vehicle at every level of Mastercard's leadership structure.
From proxy-statement compensation records.
The 90-day insider window shows sustained selling: 15 open-market sells against 0 open-market buys, with 18 equity awards and 2 tax-withholding rows excluded as non-discretionary. This is a high-confidence read of routine profit-taking at elevated price levels — not a distress signal — but it does indicate insiders are not adding exposure at current prices near $551. No material overlap detected between insider sell cadence and your RSU vest schedule, which is a neutral-to-positive signal for your equity tranche.
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.
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.
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.
Where product revenue comes from
Payment Network
Value-Added Services And Solutions
Latest reported segmentation FY · USD.
Where geographic revenue comes from
International Markets
Americas
Latest reported segmentation FY · USD.
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
Here's Why MasterCard (MA) is a Strong Growth Stock
Flywire vs. Mastercard: Which Financial Payments Stock Is a Better Buy in 2026?
Mastercard Software Helps Companies Launch Custom Digital Wallets
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.
This is a strong offer. The $165,000 base sits at the 98th percentile of the Missouri base-cash market band (median $100,000, n=42), and the headline package of $235,000 — base plus $55,000 RSUs over three years plus $15,000 signing — is 2.4× that median, though the band excludes equity and bonus so the comparison is not apples-to-apples. Mastercard's operating fundamentals are unambiguously healthy: Rule of 40 of 51.5, 15.8% YoY revenue growth, 35.7% FCF margin, and a Piotroski score of 7 mean the RSU component is backed by a durable business, not a speculative one. The primary negotiation angle is equity: the $55,000 grant is modest relative to Mastercard's comp architecture — the base-to-equity ratio here skews heavily toward cash — and with the stock at $551.54 and annualized volatility of 21.8%, pushing for a larger initial grant or an accelerated cliff (from 12 months to 6) is the highest-leverage ask, particularly given the November 2026 start date places the first vest in late 2027.
Evidence confidence: medium
Rule of 40 score 52 — revenue growth 15.8% plus FCF margin 35.7%.
Evidence confidence: high
Annualized volatility 21.8%; max 12-month drawdown -21.3%; current drawdown -7.9%.
Evidence confidence: high
Strategic coherence: 70/100 (Strong). The strategic narrative shows a consistent focus on innovation and partnerships, but some themes have shifted.
Evidence confidence: high
Consistent themes across quarters: Value-Added Services, Agentic Commerce, Geopolitical Uncertainty.
Evidence confidence: high
At $165,000, the base sits at the 98th percentile of the Missouri base-cash market band (median $100,000, n=42), giving you a structurally dominant starting position before a single dollar of equity or signing is counted. The headline package of $235,000 — base plus $55,000 RSI grant plus $15,000 signing — is 2.4× that base-cash median, though that multiple is not apples-to-apples since the band excludes equity and bonus entirely. Mastercard's Rule of 40 score of 51.5, 15.8% revenue growth, and 35.7% FCF margin confirm the equity component is backed by a financially durable business, making the RSU grant a credible part of total value rather than speculative upside.
Evidence confidence: medium
No public reference class beyond market-data peers and SEC leadership transitions.
Evidence confidence: low — read the specifics as directional, not verified
Bear: Mastercard's Q2 or Q3 FY2026 earnings transcript omits or downgrades 'Value-Added Services & Solutions' as a named strategic pillar — this is the segment most likely to house a Risk & Analytics mandate, and any de-emphasis signals budget reallocation away from the function before the first RSU….
Evidence confidence: medium
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.”
“We began to see some impact on cross-border travel from the conflict in the Middle East.”
“Cybersecurity is mission-critical. And the stakes keep rising.”
“In March, we announced a new foundational generative AI model.”
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
Latest 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.
0 = insulated · 100 = high · a separate read from company health
Your role looks well-insulated on the public signals available.
Company revenue is up 12% across the available quarters, which lowers role exposure at the company level.
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).
named as defendant in 2 trade secret / IP cases (most recent 2024-02-05).
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.
Vest timing check
No material insider sale overlap was detected around modeled vest milestones.
Confidence: medium
Largest holder pressure
CHICAGO TRUST CO NA
Position size unavailable
JOHNSON BIXBY & ASSOCIATES, LLC
Position size unavailable
PFG ADVISORS
Position size unavailable
HENGEHOLD CAPITAL MANAGEMENT LLC
Position size unavailable
Congressional trading
7 recent symbol-matched disclosure row(s), with 5 buy-like and 2 sell-like transaction(s).
Michael McCaul · Purchase · $1,001 - $15,000
Michael McCaul · Purchase · $1,001 - $15,000
Michael McCaul · Purchase · $1,001 - $15,000
Leadership roster is pending graph ingestion.
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
No resolved 8-K leadership events are available yet.
Evidence confidence: low — read the specifics as directional, not verified
Board composition is pending DEF 14A graph extraction.
Evidence confidence: low — read the specifics as directional, not verified
Eighteen months in, the user is a Senior Manager in a function that grew 66% in headcount over four years but never clarified its mandate relative to the Agent Pay and stablecoin risk surface. The RSU grant — already thin at $55,000 over three years — has not been refreshed, because Mastercard's stock returned less than 2% over the intervening period (consistent with the 0.2% trailing-12-month return at offer time and the 34.5x P/E leaving little multiple expansion room), making the equity component worth roughly what it was at grant in nominal terms and less in real terms. The core regret is structural: the user accepted a cash-heavy, equity-light package at a company where the real upside was always in equity, then watched the stock flatline while peers at fintech competitors with more aggressive RSU refresh cycles compounded meaningfully ahead — and the O'Fallon location, while purchasing-power-advantaged, made lateral moves to higher-equity roles in NYC or SF logistically costly enough to create golden-handcuff inertia without the golden-handcuff payout.
Evidence confidence: medium
Mastercard's Q2 or Q3 FY2026 earnings transcript omits or downgrades 'Value-Added Services & Solutions' as a named strategic pillar — this is the segment most likely to house a Risk & Analytics mandate, and any de-emphasis signals budget reallocation away from the function before the first RSU…
Evidence confidence: medium
MA stock closes below $510 (the approximate -7.9% current drawdown extended by another 5%) and holds there for 30+ consecutive trading days — at that level, the bear-case RSU scenario ($53,198 realized value) is already breached, the equity component of the offer is underwater relative to its…
Evidence confidence: medium
Leadership tape
No leadership records are available yet for this ticker; report uses the available public-source context.
No recent leadership events were available for this brief.
Coverage note
No active leadership role rows are available. No board seat rows are available.
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)
Top ETF weight in fund
Institutional ownership concentration and ETF exposure.
Ownership mix can amplify volatility and market sensitivity.
Treat concentrated ownership as another reason to stress-test equity-heavy offers.
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 is well above what the market pays for this role in Missouri, and Mastercard clearly knows that. So open the counter on equity, not base. Tell the recruiter you're genuinely excited about the role and the company's direction, and that you'd like one conversation about the equity grant before you sign. The $55,000 RSU package is the one place where the offer doesn't fully reflect the scope you're walking into — and that's your entire opening.
Your counter, lever by lever
At $165,000, the base sits at the 98th percentile of the Missouri DOL H-1B/LCA market band (median $100,000, p75 $110,000, n=42). There is almost no credible external-market argument for a base increase, and any recruiter worth their job knows it. The target of $173,000 is a modest 5% push — worth attempting if the equity conversation stalls — but this lever exists primarily to create negotiating surface, not because the base is genuinely underpaid. Floor is $165,000; do not anchor here first.
offer at/above market p90 — small base push, press equity & scope
The $55,000 RSU grant over 3 years is structurally light for a company with $17.9B in TTM free cash flow, 75.7% gross margins, and a $487B market cap. The base-case equity scenario values the grant at $62,833 at vest ($630.09/share); the bear case is $53,198 — below the grant-date notional. The target is $63,000 (floor $55,000), which closes the gap between the grant-date figure and the base-case vest scenario at grant. The Agent Pay launch in June 2026 and Mastercard's active investment in agentic e-commerce and stablecoins mean the Risk & Analytics mandate is expanding in real time — the equity grant should be sized to the forward scope, not the job description as written. This is the primary lever.
computed equity room
The $15,000 signing bonus is a one-time bridge, and it almost certainly carries a 12-month clawback. With a November 2026 start date and a 1-year RSU cliff, the first 12 months represent the highest financial exposure window — no vested equity and a clawback obligation simultaneously. The counter-structure shows a target of $20,000–$22,000 (the $8,000 incremental ask on top of the current $15,000) to compensate for that asymmetric year-one risk. If the recruiter cannot move equity, redirect here: 'If the RSU grant is fixed, can we close the gap with a larger signing bonus?' Use as a fallback, not a lead.
one-time bridge sized to the base gap (use if they cannot move base)
The scope lever is non-cash but durable. Mastercard's headcount grew 66% in four years (24,000 in FY2021 to 39,800 in FY2025 per 10-K filings), and the June 2026 leadership update signals active org reshuffling at the senior level. Before the offer is signed, confirm whether this is a backfill or net-new headcount, who the role reports to, and whether an equity-refresh cadence (annual RSU top-up review) is standard at M2/Band E. A commitment to an annual refresh review costs the company nothing to give and meaningfully changes the 3-year equity picture — especially given the expanding risk mandate from Agent Pay and stablecoin infrastructure.
non-cash lever: leveling, scope, and equity-refresh cadence
Scripts
When they push back
“Your base is already above our band for this level — we can't go higher.”
I completely understand, and honestly I'm not pushing on base — I know it's strong. What I'm focused on is the equity side, where I think there's more room to reflect the scope of the role. Can we keep the base where it is and have that conversation about the RSU grant instead?
“The equity grant is set by the band and we can't make exceptions.”
That makes sense, and I'm not asking you to break a process. If the RSU number is fixed, I'd love to talk about the signing bonus — getting that to $22,000 would help me bridge the gap in year one while I'm waiting for the equity to vest. Is that a lever you have?
“We don't typically negotiate signing bonuses once an offer is out.”
I hear you. Let me ask it a different way — is there anything on the table that we haven't talked about yet? Whether that's an earlier equity refresh review, a title adjustment, or something else, I'm open to creative solutions. I just want to make sure we've looked at everything before I sign.
“This is our best and final offer.”
I appreciate you being straight with me — that actually makes this easier. I want this job, and I'm going to make a decision based on what's in front of me. Can I have until [specific date, 48–72 hours out] to give you a final answer? I want to be as thoughtful about this as you've been putting the offer together.
“The market data we have shows this offer is very competitive for Missouri.”
I don't disagree with that — the base really is strong, and I've done my homework on what comparable roles pay in this area. What I'm focused on is the equity relative to the scope of the work, not the base relative to the market. Those are two different conversations, and I'd love to stay on the equity one if we can.
“I've genuinely enjoyed this process and I have a lot of respect for what Mastercard is building — if the terms aren't able to move, I understand completely, and I hope we find a way to work together down the road.”
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?”
RSU Grant Is Thin for a $487B Company
The $55,000 RSU grant over 3 years equates to roughly $18,333 per year at grant price. At a company with a $487B market cap, 75.7% gross margins, and 35.7% FCF margin, the equity component is structurally light for a Senior Manager role. The base-case RSU scenario at $630.09/share yields $62,833 total — meaningful upside, but the grant size itself is the negotiating surface, not the stock price. Push for $75,000–$85,000 in RSUs; the company's FCF generation ($17.9B TTM) makes this a rounding error at the corporate level.
Evidence anchor: Computed metrics: FCF margin 35.7%, equity scenario base $62,833 at $630.09; MA 10-K (2026-02-11) via SEC EDGAR
Base Is Already at the 98th Percentile — Redirect to Equity
At $165,000, the base sits at the 98th percentile of the Missouri DOL H-1B/LCA market band (median $100,000, n=42). That ceiling means a base increase request faces a credible internal comp-band objection. The correct negotiating pivot is equity: frame the conversation as 'I understand the base is strong — I'd like to close the gap on the equity side to reflect the scope of the role.' This keeps the recruiter's comp-band compliance intact while targeting the dimension with the most room.
Evidence anchor: DOL H-1B/LCA Missouri market band (n=42): P25 $93,725, median $100,000, P75 $110,000; Comp placement: base at 98th percentile
Agent Pay Launch Creates Immediate Risk Scope Expansion
Mastercard launched Agent Pay in June 2026, targeting AI-agent-to-agent microtransactions at machine speed. This is a net-new risk surface — autonomous payment chains, stablecoin settlement, and high-velocity microtransaction fraud are not covered by legacy risk frameworks. A Senior Manager in Risk & Analytics hired into this environment is walking into an expanding mandate, not a steady-state one. Use this to argue that the role's scope at hire is materially broader than the job description reflects, and that the equity grant should be sized to the forward scope, not the historical one.
Evidence anchor: Mastercard press release: 'Mastercard Launches Agent Pay for Machines' (Business Wire, 2026-06-10); Earnings transcript: investment areas include agentic e-commerce and stablecoins
Signing Bonus Is One-Time — Negotiate a Clawback Carve-Out
The $15,000 signing bonus is 9.1% of base and carries standard clawback risk if the candidate departs before a typical 12-month threshold. Given the November 2026 start date and a 3-year RSU vest with a 1-year cliff, the first 12 months represent the highest financial exposure window — no vested equity and a clawback obligation on the signing bonus simultaneously. The ask: either reduce the clawback period to 6 months or increase the signing bonus to $20,000–$22,000 to compensate for the asymmetric risk in year one. Mastercard's 15.8% revenue growth and Piotroski score of 7 signal the company can absorb this.
Evidence anchor: Offer details: signing $15,000, vest 3y cliff 1y, start 2026-11-01; Computed metrics: revenue growth YoY 15.8%, Piotroski 7 (Healthy)
Headcount Growth of 66% in Four Years Signals Negotiating Leverage
Mastercard's reported headcount grew from 24,000 (FY2021) to 39,800 (FY2025) — a 65.8% increase in four years per SEC 10-K filings. That pace of hiring, combined with no WARN notices and no layoff signals in the last 60 days, indicates the company is in active talent-acquisition mode, not contraction. Candidates have more walk-away credibility at companies that are growing into roles than at companies managing headcount down. Use this context to hold firm on equity and signing terms: the cost of re-recruiting this role in a 39,800-person and growing organization is higher than the incremental ask.
Evidence anchor: MA 10-K filings via SEC EDGAR: employee count 24,000 (2021-12-31) to 39,800 (2025-12-31); WARN signals: no notices matched in last 24 months
Questions they cannot fake
- 1
The offer letter shows a $55,000 RSU grant vesting over 3 years. What is the grant-date share price used to calculate that unit count, and is the number of units fixed at grant or subject to a performance modifier?
MA is trading at $551.54 with annualized volatility of 21.8% and a bear-case scenario that puts your vest-date value at $53,198 — roughly 3% below the grant value. Knowing whether your unit count is fixed (pure price risk) or tied to a performance multiplier changes how you should think about the equity's floor. If units are fixed, you can ask to increase the grant size to offset the volatility discount. If there's a performance modifier, you need to understand the payout curve before you can value the package at all.
- 2
Mastercard's headcount grew from 29,900 in 2022 to 39,800 in 2025 — a 33% increase in three years. How many of those net new roles landed in the O'Fallon Risk & Analytics function specifically, and what does the org chart above this M2/Band E seat look like today?
Rapid headcount growth at the company level can mask compression at the team level — more peers competing for the same promotion slots. Understanding whether O'Fallon Risk & Analytics is a growth center or a steady-state operation tells you whether the $165,000 base (98th percentile of the Missouri market band) is a ceiling you'll sit at for years or a launching pad. It also surfaces whether the role has real decision rights or is a coordination layer beneath a larger Purchase, NY team.
- 3
Value-Added Services & Solutions grew net revenue 18% last quarter and is one of Mastercard's three stated strategic pillars. Is this Senior Manager role directly mapped to that segment's P&L, and how is the annual incentive plan target set — as a percentage of base, and against which business metrics?
Your headline package of $235,000 includes base and equity but the data provided shows no bonus figure. At Mastercard's executive level, incentive plan compensation runs roughly 15–20% of salary for named officers. If the annual incentive target for Band E is, say, 20% of $165,000, that's another $33,000 in expected cash that should be part of your total comp conversation. Anchoring the bonus target to a high-growth segment also matters: a role tied to an 18%-growth business line should carry a higher incentive ceiling than one tied to a flat cost center.
- 4
The $15,000 signing bonus — is it subject to a clawback, and if so, over what period and under what conditions? Separately, is there any provision to accelerate RSU vesting in the event of a role elimination or change-of-control?
With a 3-year vest and a cliff at year 1, your effective year-1 total comp is $216,667 — the signing bonus is doing real work in that first year. If it carries a 2-year clawback and you're terminated in month 18, you could owe back a prorated amount while simultaneously losing unvested equity. MA's stock is currently 7.9% below its 52-week high and insiders have executed 15 open-market sells against zero buys in the last 90 days — not a red flag for a company this size, but enough reason to understand your downside protection before you sign.
Dealbreakers to watch
Sustained insider selling with zero open-market buys over 90 days
high15 open-market sells and 0 open-market buys were recorded by MA insiders in the trailing 90 days (18 equity awards and 2 tax-withholding rows excluded as non-discretionary). At a stock price of $551.54 and 12-month return of just 0.2%, insiders are monetizing into flat price action rather than adding exposure. Your $55,000 RSU grant vests over 3 years starting November 2026 — the equity you receive is priced at current levels, so sustained insider liquidation at these prices is a direct signal about how those closest to the business view near-term upside. Bear-case equity scenario values your grant at $53,198 (at $533.47/share), below the grant-date notional. This does not invalidate the offer, but it argues against treating the equity as a certain uplift.
Source ↗ · SEC Form 4 filings, MA, multiple dates June–July 2026 (15 open-market sell transactions, 0 open-market buys, 90-day window)$15,000 signing bonus is the only near-term cash cushion — and it likely carries a clawback
mediumYour year-1 effective compensation is $216,667 (base $165,000 + $18,333 equity vest + $15,000 signing), but the signing bonus is a one-time event. If you depart before a standard 12–24 month clawback window — common at Mastercard's peer set — you repay it in full. The base-cash market band for this role in Missouri sits at a median of $100,000 (n=42, DOL H-1B/LCA data), so the $165,000 base is already at the 98th percentile of that anchor. That limits the practical argument for a base increase, but it also means the signing bonus is doing real work to close a gap versus your current total comp. Before signing, confirm the clawback period and repayment structure in writing.
Source: DOL H-1B/LCA Missouri wage data, n=42; offer terms as stated
Stock has returned 0.2% over 12 months against a $487B market cap — equity upside is not a given
mediumMA trades at 34.5x trailing earnings and 15.6x sales (FY2025 ratios). The stock's annualized volatility is 21.8% with a max drawdown of -21.3% and a current drawdown of -7.9%. The base-case RSU scenario values your $55,000 grant at $62,833 at vest (at $630.09/share); the bear case is $53,198 (at $533.47). With a 3-year vest and no cliff acceleration language visible in the offer, you are exposed to full price risk across that window. The single analyst downgrade/upgrade ratio over 180 days is 1 upgrade / 0 downgrades, which is constructive but thin. The Rule of 40 score of 51.5 and FCF margin of 35.7% confirm business quality is strong — the risk is valuation, not fundamentals.
Source ↗ · MA FY2025 10-K (filed 2026-02-11); computed equity scenarios (rsu_linear, high confidence, spread 19.8%)Headcount grew 66% in four years — role scope and team stability are unverified
lowMastercard's reported headcount went from 24,000 (FY2021) to 39,800 (FY2025), a 66% increase over four years per successive 10-K filings. The Q1 FY2026 earnings transcript contains no specific headcount guidance, and the direction signal is 'unclear.' Rapid hiring at this scale can compress internal promotion pipelines and create organizational ambiguity around newly created or recently restructured roles. For a Senior Manager (M2/Band E) in Risk & Analytics, confirm directly: Is this a backfill or a net-new headcount? Who does the role report to, and has that reporting line been stable for at least 12 months? The June 2026 leadership update press release ('Mastercard announces leadership updates to advance strategy') signals active org reshuffling at the senior level.
Source ↗ · MA 10-K filings FY2021–FY2025 (SEC EDGAR); Business Wire press release, 2026-06-02
Pre-mortem: what would make this offer fail
These are the brief’s highest-friction warnings converted into diligence prompts before you sign.
- 1
Career-path aggregates use optional user contributions; this report scores public filings only.
- 2
Sustained insider selling pattern detected.
- 3
Career-path aggregates use optional user contributions; this report scores public filings only.
- 4
Sustained insider selling pattern detected.
Canonical action signals
RSU Grant Is Thin for a $487B Company: The $55,000 RSU grant over 3 years equates to roughly $18,333 per year at grant price. At a company with a $487B market cap, 75.7% gross margins, and 35.7% FCF margin, the equity component is structurally light for a Senior Manager role. The base-case RSU scenario at $630.09/share yields $62,833 total — meaningful upside, but the grant size itself is the negotiating surface, not the stock price. Push for $75,000–$85,000 in RSUs; the company's FCF generation ($17.9B TTM) makes this a rounding error at the corporate level.
Evidence confidence: medium
Base Is Already at the 98th Percentile — Redirect to Equity: At $165,000, the base sits at the 98th percentile of the Missouri DOL H-1B/LCA market band (median $100,000, n=42). That ceiling means a base increase request faces a credible internal comp-band objection. The correct negotiating pivot is equity: frame the conversation as 'I understand the base is strong — I'd like to close the gap on the equity side to reflect the scope of the role.' This keeps the recruiter's comp-band compliance intact while targeting the dimension with the most room.
Evidence confidence: medium
Agent Pay Launch Creates Immediate Risk Scope Expansion: Mastercard launched Agent Pay in June 2026, targeting AI-agent-to-agent microtransactions at machine speed. This is a net-new risk surface — autonomous payment chains, stablecoin settlement, and high-velocity microtransaction fraud are not covered by legacy risk frameworks. A Senior Manager in Risk & Analytics hired into this environment is walking into an expanding mandate, not a steady-state one. Use this to argue that the role's scope at hire is materially broader than the job description reflects, and that the equity grant should be sized to the forward scope, not the historical one.
Evidence confidence: medium
The offer letter shows a $55,000 RSU grant vesting over 3 years. What is the grant-date share price used to calculate that unit count, and is the number of units fixed at grant or subject to a performance modifier? Why: MA is trading at $551.54 with annualized volatility of 21.8% and a bear-case scenario that puts your vest-date value at $53,198 — roughly 3% below the grant value. Knowing whether your unit count is fixed (pure price risk) or tied to a performance multiplier changes how you should think about the equity's floor. If units are fixed, you can ask to increase the grant size to offset the volatility discount. If there's a performance modifier, you need to understand the payout curve before you can value the package at all.
Evidence confidence: medium
Mastercard's headcount grew from 29,900 in 2022 to 39,800 in 2025 — a 33% increase in three years. How many of those net new roles landed in the O'Fallon Risk & Analytics function specifically, and what does the org chart above this M2/Band E seat look like today? Why: Rapid headcount growth at the company level can mask compression at the team level — more peers competing for the same promotion slots. Understanding whether O'Fallon Risk & Analytics is a growth center or a steady-state operation tells you whether the $165,000 base (98th percentile of the Missouri market band) is a ceiling you'll sit at for years or a launching pad. It also surfaces whether the role has real decision rights or is a coordination layer beneath a larger Purchase, NY team.
Evidence confidence: medium
Value-Added Services & Solutions grew net revenue 18% last quarter and is one of Mastercard's three stated strategic pillars. Is this Senior Manager role directly mapped to that segment's P&L, and how is the annual incentive plan target set — as a percentage of base, and against which business metrics? Why: Your headline package of $235,000 includes base and equity but the data provided shows no bonus figure. At Mastercard's executive level, incentive plan compensation runs roughly 15–20% of salary for named officers. If the annual incentive target for Band E is, say, 20% of $165,000, that's another $33,000 in expected cash that should be part of your total comp conversation. Anchoring the bonus target to a high-growth segment also matters: a role tied to an 18%-growth business line should carry a higher incentive ceiling than one tied to a flat cost center.
Evidence confidence: medium
Eighteen months in, the user is a Senior Manager in a function that grew 66% in headcount over four years but never clarified its mandate relative to the Agent Pay and stablecoin risk surface. The RSU grant — already thin at $55,000 over three years — has not been refreshed, because Mastercard's stock returned less than 2% over the intervening period (consistent with the 0.2% trailing-12-month return at offer time and the 34.5x P/E leaving little multiple expansion room), making the equity component worth roughly what it was at grant in nominal terms and less in real terms. The core regret is structural: the user accepted a cash-heavy, equity-light package at a company where the real upside was always in equity, then watched the stock flatline while peers at fintech competitors with more aggressive RSU refresh cycles compounded meaningfully ahead — and the O'Fallon location, while purchasing-power-advantaged, made lateral moves to higher-equity roles in NYC or SF logistically costly enough to create golden-handcuff inertia without the golden-handcuff payout.
Evidence confidence: medium
Mastercard's Q2 or Q3 FY2026 earnings transcript omits or downgrades 'Value-Added Services & Solutions' as a named strategic pillar — this is the segment most likely to house a Risk & Analytics mandate, and any de-emphasis signals budget reallocation away from the function before the first RSU…
Evidence confidence: medium
MA stock closes below $510 (the approximate -7.9% current drawdown extended by another 5%) and holds there for 30+ consecutive trading days — at that level, the bear-case RSU scenario ($53,198 realized value) is already breached, the equity component of the offer is underwater relative to its…
Evidence confidence: medium
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 §5 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 · 41 item(s)
Rendered across the guided chapters as concise evidence cards.
Supporting facts and methodology notes
Canonical · 23 item(s)
Kept in the appendix so the main report stays readable.
Revenue product and geographic segmentation
Fetched · 4 item(s)
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 item(s)
Material recent events are summarized; raw feed clutter is omitted from the main flow.
Ownership, ETF exposure, financial scores, congressional trades
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 item(s)
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(23)
- Quarterly revenue (Q4 FY2024): $7489.0M.Company financial statements · high confidence · Q4 FY2024
- Quarterly revenue (Q1 FY2025): $7250.0M.Company financial statements · high confidence · Q1 FY2025
- Quarterly revenue (Q2 FY2025): $8133.0M.Company financial statements · high confidence · Q2 FY2025
- Quarterly revenue (Q3 FY2025): $8602.0M.Company financial statements · high confidence · Q3 FY2025
- Quarterly revenue (Q4 FY2025): $8806.0M.Company financial statements · high confidence · Q4 FY2025
- Rule of 40 score: 51.5. Revenue growth 15.8% + FCF margin 35.7%.Computed market metrics · high confidence · 2026-07-17T03:25:32.516Z
- Revenue per employee: $211K (+2.7% YoY).Computed market metrics · medium confidence · 2026-07-17T03:25:32.516Z
- 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 · 2026-07-17T03:27:10.842Z
- Equity scenario base case: analyst median implies $62,833 for the supplied grant.Equity scenario model · high confidence · 2026-07-17T03:25:32.516Z
- 12-month stock risk: annualized volatility 21.8%, max drawdown -21.3%, current drawdown -7.9%.Historical price model · high confidence · 2026-07-17T03:25:32.516Z
- SEC filing: 4 filed 2026-07-15 00:00:00.SEC filing index · medium confidence · 2026-07-15 00:00:00
- SEC filing: 4 filed 2026-07-15 00:00:00.SEC filing index · medium confidence · 2026-07-15 00:00:00
- SEC filing: 4 filed 2026-07-08 00:00:00.SEC filing index · medium confidence · 2026-07-08 00:00:00
- Strategic coherence: 70/100 (Strong). The evolving focus on digital assets and agentic commerce suggests opportunities in fintech and innovation roles.Earnings call transcript · high confidence · 2026-07-17T03:27:10.842Z
- Lobbying exposure: $0.44M reported over 24 filings. Top issues: BAN, TAX, CSP, FIN, TRD.Public lobbying disclosure · medium confidence · 2026-07-17T03:27:10.842Z
- Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).Form 4 insider activity · medium confidence · 2026-07-17
- Transcript signals (FY2026 Q1): Global Reach; Franchise RulesEarnings call transcript · high confidence · 2026-07-17
- Realtime strategic context was materialized for canonical report grounding.Realtime Signals · low confidence · 2026-07-17
- Earnings transcript summary was materialized for strategic coherence.Earnings Transcript Summary · medium confidence · 2026-07-17
- Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).Form 4 insider activity · medium confidence · 2026-07-13
Confidence map(8)
- comp_reality · high Section has source-backed facts available.
- leverage · medium Section has source-backed facts available.
- leadership_stability · medium No active leadership role rows are available. No board seat rows are available. No recent 8-K scan metadata is available for this ticker.
- 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: missing. Leadership=missing, board=missing, transitions=missing. 0 role records, 0 board records, 0 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(0)
[]
Insider trading log(100)
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"url": "https://www.sec.gov/Archives/edgar/data/1141391/000114139126000070/0001141391-26-000070-index.htm",
"price": 290.25,
"symbol": "MA",
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{
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{
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{
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}
]Transcript pull(6)
[
{
"period": "FY2026 Q1",
"source": "earnings_extraction",
"excerpt": "Expand acceptance locations and digital access points · Enhance payment network with best-in-class technology · Develop value-added services and solutions · Focus on agentic e-commerce and stablecoins · Drive consumer payments and commercial flows"
},
{
"kind": "risk",
"label": "Geopolitical Tensions",
"source": "transcript_signals",
"excerpt": "The backdrop remains uncertain, driven by geopolitical tensions."
},
{
"kind": "risk",
"label": "Cross-Border Travel Impact",
"source": "transcript_signals",
"excerpt": "We began to see some impact on cross-border travel from the conflict in the Middle East."
},
{
"kind": "investment",
"label": "Cybersecurity",
"source": "transcript_signals",
"excerpt": "Cybersecurity is mission-critical. And the stakes keep rising."
},
{
"kind": "investment",
"label": "Generative AI",
"source": "transcript_signals",
"excerpt": "In March, we announced a new foundational generative AI model."
},
{
"kind": "investment",
"label": "Agentic Commerce",
"source": "transcript_signals",
"excerpt": "We are deepening our partnership with OpenAI."
}
]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.
Export preview
{
"csv_rows": [
{
"id": "fact_001",
"claim": "Quarterly revenue (Q4 FY2024): $7489.0M.",
"value": 7489000000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_002",
"claim": "Quarterly revenue (Q1 FY2025): $7250.0M.",
"value": 7250000000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_003",
"claim": "Quarterly revenue (Q2 FY2025): $8133.0M.",
"value": 8133000000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_004",
"claim": "Quarterly revenue (Q3 FY2025): $8602.0M.",
"value": 8602000000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_005",
"claim": "Quarterly revenue (Q4 FY2025): $8806.0M.",
"value": 8806000000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_006",
"claim": "Rule of 40 score: 51.5. Revenue growth 15.8% + FCF margin 35.7%.",
"value": 51.5,
"confidence": "high",
"source": "computed market data"
},
{
"id": "fact_007",
"claim": "Revenue per employee: $211K (+2.7% YoY).",
"value": 211005,
"confidence": "medium",
"source": "computed market data"
},
{
"id": "fact_008",
"claim": "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).",
"value": 1,
"confidence": "medium",
"source": "fmp_insider_trading"
},
{
"id": "fact_009",
"claim": "Equity scenario base case: analyst median implies $62,833 for the supplied grant.",
"value": 62833,
"confidence": "high",
"source": "derived_equity_scenario"
},
{
"id": "fact_010",
"claim": "12-month stock risk: annualized volatility 21.8%, max drawdown -21.3%, current drawdown -7.9%.",
"value": -21.3,
"confidence": "high",
"source": "derived_price_history"
},
{
"id": "fact_011",
"claim": "SEC filing: 4 filed 2026-07-15 00:00:00.",
"value": "4",
"confidence": "medium",
"source": "fmp_sec_filings"
},
{
"id": "fact_012",
"claim": "SEC filing: 4 filed 2026-07-15 00:00:00.",
"value": "4",
"confidence": "medium",
"source": "fmp_sec_filings"
},
{
"id": "fact_013",
"claim": "SEC filing: 4 filed 2026-07-08 00:00:00.",
"value": "4",
"confidence": "medium",
"source": "fmp_sec_filings"
},
{
"id": "signal_coherence_MA",
"claim": "Strategic coherence: 70/100 (Strong). The evolving focus on digital assets and agentic commerce suggests opportunities in fintech and innovation roles.",
"value": 70,
"confidence": "high",
"source": "earnings_transcript_extraction"
},
{
"id": "influence_lobbying_MA",
"claim": "Lobbying exposure: $0.44M reported over 24 filings. Top issues: BAN, TAX, CSP, FIN, TRD.",
"value": 440000,
"confidence": "medium",
"source": "lda_sopr"
},
{
"id": "signal_insider_sentiment_e6605b9d_3e0f_4a72_943d_b498c4f3da29_insider",
"claim": "Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).",
"value": 22,
"confidence": "medium",
"source": "fmp_insider_trading"
},
{
"id": "signal_strategic_coherence_e6605b9d_3e0f_4a72_943d_b498c4f3da29_transcript_signals",
"claim": "Transcript signals (FY2026 Q1): Global Reach; Franchise Rules",
"value": "high",
"confidence": "high",
"source": "earnings_transcript_extraction"
},
{
"id": "signal_realtime_strategic_context_e6605b9d_3e0f_4a72_943d_b498c4f3da29",
"claim": "Realtime strategic context was materialized for canonical report grounding.",
"value": "**No notable news** matching the requested categories for Mastercard (MA) in the last 60 days.\n\n- No reports of layoffs, hiring freezes, or material workforce reductions.\n- No C-suite or senior leadership departures announced.\n- No major disclosed customer wins or losses.\n- No restructuring announcements.\n- No earnings misses or guidance cuts (most recent quarterly results, released October 2024, showed revenue and EPS beats with raised full-year outlook; subsequent updates have remained positiv",
"confidence": "low",
"source": "realtime_signals"
},
{
"id": "signal_strategic_coherence_e6605b9d_3e0f_4a72_943d_b498c4f3da29",
"claim": "Earnings transcript summary was materialized for strategic coherence.",
"value": "{\"strategic_priorities\":[{\"priority\":\"Expand acceptance locations and digital access points\",\"evidence_quote\":\"The last 5 years alone, we have grown acceptance locations maybe 70%.\"},{\"priority\":\"Enhance payment network with best-in-class technology\",\"evidence_quote\":\"Core card network upgrades are already delivering faster transaction flow and near real-time settlement.\"},{\"priority\":\"Develop value-added services and solutions\",\"evidence_quote\":\"Our differentiated value-added services and solut",
"confidence": "medium",
"source": "earnings_transcript_summary"
},
{
"id": "signal_insider_sentiment_1b018866_f359_4de9_b623_a5a76d8e0a02_insider",
"claim": "Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).",
"value": 24,
"confidence": "medium",
"source": "fmp_insider_trading"
},
{
"id": "signal_strategic_coherence_1b018866_f359_4de9_b623_a5a76d8e0a02_transcript_signals",
"claim": "Transcript signals (FY2026 Q1): Global Reach; Franchise Rules",
"value": "high",
"confidence": "high",
"source": "earnings_transcript_extraction"
},
{
"id": "signal_realtime_strategic_context_1b018866_f359_4de9_b623_a5a76d8e0a02",
"claim": "Realtime strategic context was materialized for canonical report grounding.",
"value": "**No notable developments** matching the requested categories (layoffs/hiring freezes/workforce changes, C-suite leadership departures, major customer wins/losses, restructuring, or earnings misses/guidance cuts) were identified for Mastercard (MA) in the last 60 days.\n\n- Mastercard reported Q3 2024 earnings on 24 October 2024, beating consensus EPS and revenue estimates with no guidance cut; net revenue rose 13% YoY (sources: company press release, Reuters, Bloomberg).\n- No announcements or cre",
"confidence": "low",
"source": "realtime_signals"
},
{
"id": "signal_strategic_coherence_1b018866_f359_4de9_b623_a5a76d8e0a02",
"claim": "Earnings transcript summary was materialized for strategic coherence.",
"value": "{\"strategic_priorities\":[{\"priority\":\"Expand and diversify the network\",\"evidence_quote\":\"We have built and diversified our network over decades, navigating and innovating through every cycle. It's a foundation spanning 4 pillars: one, unparalleled global reach, we have hundreds of millions of acceptance locations and digital access points across 150 currencies.\"},{\"priority\":\"Invest in best-in-class technology\",\"evidence_quote\":\"We invest to make payments faster and simpler. Core card network u",
"confidence": "medium",
"source": "earnings_transcript_summary"
}
],
"json_keys": [
"facts",
"sections"
]
}Purchase your report to unlock full details
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