Laurent R. Moll
About Laurent R. Moll
Laurent R. Moll is Chief Operating Officer of Arteris (AIP), serving since March 2021; he is 53 years old as of April 10, 2025, and holds PhD, MS and Engineering degrees in Computer Science from École Polytechnique and an Engineering degree from Telecom ParisTech; he is named on 60+ U.S. patents . Under his tenure, Arteris reported Q3 2025 revenue of $17.4m vs $14.7m in Q3 2024, and nine‑month 2025 revenue of $50.4m vs $42.2m in nine‑month 2024, indicating recent period revenue growth momentum . Arteris remains loss‑making, with Q3 2025 net loss of $9.0m and stock‑based compensation totaling $5.0m in the quarter .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Arteris | Chief Operating Officer | Mar 2021–present | Not disclosed |
| Qualcomm | Vice President, Engineering | Nov 2017–Mar 2021 | Not disclosed |
| Qualcomm | Engineering leadership | Oct 2013–Nov 2017 | Not disclosed |
| Arteris | Chief Technical Officer | Jul 2011–Oct 2013 | Not disclosed |
| NVIDIA | Senior Architecture Manager | 2008–2011 | Not disclosed |
External Roles
No current outside public company directorships were disclosed for Mr. Moll in the company’s proxy materials .
Fixed Compensation
| Metric | 2023 | 2024 |
|---|---|---|
| Base salary ($) | 352,625 | 352,625 |
| Target bonus (% of base) | 35% | 35% |
| Actual annual bonus paid ($) | 92,564 (paid for 2023 performance) | 116,014 (paid for 2024 performance) |
| Other comp ($) | 10,193 | 10,755 |
Performance Compensation
| Incentive type | Metric(s) | Weighting | Target | Actual/achievement | Payout | Vesting |
|---|---|---|---|---|---|---|
| Annual cash bonus (2023) | Corporate and individual goals | Not disclosed | 35% of base salary | 75% of target | $92,564 | Cash (annual) |
| Annual cash bonus (2024) | Corporate and individual goals | Not disclosed | 35% of base salary | 94% of target | $116,014 | Cash (annual) |
| RSU grant (Mar 7, 2023) | Time‑based | n/a | 66,430 RSUs | n/a | n/a | 1/16 quarterly from Apr 1, 2023 |
| RSU grant (Feb 1, 2024) | Time‑based | n/a | 65,000 RSUs | n/a | n/a | 1/16 quarterly from Apr 1, 2024 |
| Options granted in 2024 | — | — | None granted | — | — | Company did not grant options to NEOs in 2024 |
Equity mix is predominantly time‑based RSUs; no PSUs disclosed; 2024 incentive cash paid at 94% of target, 2023 at 75% .
Equity Ownership & Alignment
| Item | As of Apr 8, 2024 | As of Apr 10, 2025 |
|---|---|---|
| Beneficial ownership – outstanding shares | 177,289 | 244,558 |
| Options/RSUs exercisable/vestable within 60 days | 1,621 | 2,500 |
| Total beneficial ownership (SEC definition) | 178,910 (<1%) | 247,058 (<1%) |
| Shares pledged as collateral | Prohibited by policy | Prohibited by policy |
| Hedging/derivative transactions | Prohibited by policy | Prohibited by policy |
| Stock ownership guidelines | Not disclosed | Not disclosed |
Outstanding equity and vesting (as of Dec 31, 2024)
| Grant | Unvested RSUs (#) | Vesting schedule / terms |
|---|---|---|
| 04/28/2021 (grant A) | 65,206 | 34,794 RSUs on Mar 15, 2022; 100,000 on Sep 1 of 2022, 2023, 2024; remaining 65,206 on Sep 1, 2025 |
| 04/28/2021 (grant B) | 40,753 | 84,247, 62,500, 62,500, 40,753 on Sep 1 of 2022, 2023, 2024, 2025 |
| 11/11/2021 | 6,485 | 12.5% on May 1, 2022; then 1/16 each quarter thereafter over remaining 14 quarters |
| 03/07/2023 | 45,990 | 1/16 quarterly from Apr 1, 2023 |
| 02/01/2024 | 65,000 | 1/16 quarterly from Apr 1, 2024 |
Market values in proxy were based on $10.19 per share at Dec 31, 2024 (last trading day of 2024) .
Recent insider transactions (Form 4‑reported; indicative of selling pressure)
- Sep 2–3, 2025: COO sold 17,264 shares; post‑trade holding reported at 423,939 shares (per third‑party summary sourced from SEC filing) .
- Oct 3, 2025: COO sold 17,200 shares at $12.66 (per MarketBeat insider trade log) .
- Nov 5, 2025: COO sold 32,775 shares; Form 4 filing link referenced (SEC archive) . Direct SEC link cited in article: .
Note: Company policy prohibits hedging and pledging, but open‑market sales under Rule 10b5‑1 plans may occur; the proxy requires pre‑clearance and blackout periods for certain insiders .
Employment Terms
| Term | Base severance (no CIC) | Change‑in‑control (CIC) window severance |
|---|---|---|
| Severance period (salary continuation) | 6 months for Moll | 12 months for Moll if terminated without cause/for good reason from 3 months before to 12 months after a CIC (double‑trigger) |
| Healthcare (COBRA) | 6 months | 12 months |
| Bonus treatment | Not specified | Pro‑rated portion of target annual bonus |
| Equity vesting | None specified (time‑based awards continue only if employed) | Full acceleration of unvested equity (except performance awards) upon qualifying termination in CIC window |
| Agreement term | Severance agreements renewed July 2024 for 3‑year term | |
| Clawback | Policy effective Oct 2, 2023, for incentive‑based pay tied to financial reporting measures | |
| Hedging/pledging | Prohibited by Insider Trading Policy |
Additional Governance and Program Design Notes
- As an EGC, Arteris does not provide a CD&A or say‑on‑pay vote and uses scaled executive compensation disclosures .
- 2024 equity grants to NEOs were exclusively RSUs; company did not grant stock options to NEOs in 2024 .
- No perquisites provided to NEOs in 2024 (committee reserves right to approve in future) .
Investment Implications
- Pay‑for‑performance alignment: Cash bonuses varied with corporate goal attainment (75% in 2023; 94% in 2024), suggesting some sensitivity to annual operating performance; however, equity mix is largely time‑based RSUs (no PSUs), which weakens multi‑year performance linkage versus returns‑based awards .
- Retention and potential selling pressure: Large, ongoing quarterly RSU vesting from 2023–2027 implies recurring supply; multiple Form 4 sales through 2025 indicate ongoing insider liquidity events, a modest overhang to monitor, albeit under an anti‑hedging/pledging regime .
- Change‑in‑control economics: Double‑trigger CIC with 12 months’ salary, 12 months COBRA, pro‑rated target bonus and full equity acceleration (non‑performance awards) is standard for small‑cap tech but creates meaningful value transfer in a sale (watch for M&A optionality) .
- Alignment and risk controls: Prohibitions on hedging/pledging and a formal clawback policy reduce governance risk on incentive comp outcomes .
- Execution track record: Recent revenue growth in reported periods is positive, but losses persist; investors should balance near‑term growth against dilution/stock‑based comp and insider selling cadence when assessing signal strength from management’s compensation and trading behavior .