Since their establishment in 2000, Intapp has become a global provider of software solutions that bring the power of Applied AI to accounting, consulting, investment banking, legal, private capital and real assets firms across the globe. Throughout their growth, the company has fostered a culture of ownership by offering equity compensation to their employees. After several acquisitions, however, Intapp’s equity compensation structure was becoming increasingly complex. This challenge only intensified when the company went public in 2021.
To streamline their equity compensation management and help their executives and employees better understand the value of their equity compensation, Intapp turned to Morgan Stanley at Work.
Managing Complexity and Growth
As a private company, Intapp set up their first equity incentive plan in 2012 to award executives with performance stock units (PSUs) and give employees access to both incentive stock options (ISOs) and restricted stock units (RSUs). Their award structure evolved in 2015 following two acquisitions and then again in June 2021 when Intapp went public.
While Morgan Stanley at Work's Shareworks platform has helped Intapp better manage their plan since 2015, the company’s equity compensation program was growing and becoming more complex. The complexities included executives and employees needing education on key topics like 10b5-1 plans, ISOs, and tax implications, alongside ensuring employees were activating their stock plan accounts to accept their equity awards.
