Meng Li
About Meng Li
Meng Li, 47, has served as Chief Operating Officer and Secretary of Avalon GloboCare since October 10, 2016, and was appointed interim Chief Executive Officer effective November 30, 2025; she holds a B.A. in International Economic Law from Dalian Maritime University and previously led marketing and media roles at WPP’s Maxus/GroupM and Publicis’ Zenith Media . Pay-versus-performance disclosures indicate compensation has been primarily fixed cash, with no use of TSR or net loss as formal pay metrics; company TSR (value of $100 invested at 12/31/2022) fell to $9 in 2023 and $4 in 2024, while net losses were $16.7M (2023) and $7.9M (2024) . Section 16(a) compliance was timely for FY2024 per the proxy .
Company performance (per Pay vs Performance disclosure):
| Metric | 2023 | 2024 |
|---|---|---|
| Value of $100 Investment (TSR) | $9 | $4 |
| Net Loss ($) | $(16,707,010) | $(7,903,394) |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Maxus/GroupM (WPP) | Managing Director | 2006–2015 | Responsible for business P&L and corporate management |
| Zenith Media (Publicis) | Senior Manager | 2000–2006 | Senior management in media/branding functions |
External Roles
- No external public-company directorships or outside roles disclosed in the Company’s executive biographies reviewed .
Fixed Compensation
| Year | Base Salary ($) | Target Bonus (%) | Actual Bonus Paid ($) |
|---|---|---|---|
| 2023 | 280,244 | Not disclosed | — |
| 2024 | 205,471 | Not disclosed | — |
Notes:
- Ms. Li’s employment agreement base was increased to $340,000 effective January 1, 2019, but she agreed to salary reductions in 2023 and 2024 as part of cost reduction measures .
- No non-equity incentive plan payouts or stock awards were disclosed for 2023–2024 .
Performance Compensation
Annual incentive structure and metrics:
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| N/A – no formal performance plan disclosed; compensation principally fixed cash | — | — | — | — | — |
- The proxy states that compensation “actually paid” is principally driven by fixed cash; TSR and net loss were not used as performance metrics in executive compensation plans for the periods shown .
Equity awards outstanding (as of 12/31/2024):
| Type | Exercisable (#) | Unexercisable (#) | Strike ($) | Expiration | Notes |
|---|---|---|---|---|---|
| Stock Options | 2,000 | — | 228.00 | 2/18/2030 | Post 1-for-15 reverse split; fully exercisable |
Selected equity grant history (pre-split figures where noted):
| Grant Date | Type | Shares | Strike ($) | Expiration | Vesting |
|---|---|---|---|---|---|
| 1/3/2019 | Option | 150,000 (pre-split) | 2.00 | Not disclosed | Not disclosed |
| 2/20/2020 | Option | 300,000 (pre-split) | 1.52 | 10 years | Not disclosed |
| 1/2/2024 (status) | Option | 15,000 (pre-split) | 20.00 | 1/2/2024 | Expired 1/2/2024 |
Additional notes:
- No options were exercised and no stock vested for executive officers in 2024 .
- Company adopted a clawback policy (Nov 16, 2023) applicable to awards under the Amended and Restated 2020 Plan .
- Anti-hedging policy prohibits hedging/monetization transactions by officers/directors/employees .
Equity Ownership & Alignment
| As-of Date | Beneficial Ownership (Total) | Common Shares Owned | Options Exercisable (≤60 days) | Ownership % | Shares Outstanding |
|---|---|---|---|---|---|
| 8/28/2024 | 545,000 | 515,000 | 30,000 | 3.4% | 15,984,185 |
| 10/31/2025 | 36,334 | 34,334 | 2,000 | <1% (starred) | 4,252,009 |
Alignment considerations:
- No stock ownership guidelines or pledging disclosures specific to executives were found in the filings reviewed .
- Anti-hedging policy in place for all insiders .
- Section 16(a) reports were timely for FY2024 .
Employment Terms
| Item | Detail |
|---|---|
| Employment start / roles | COO and Secretary since Oct 10, 2016; interim CEO effective Nov 30, 2025 |
| Employment agreement | Executive Employment Agreement (Avalon Shanghai) dated Jan 11, 2017; extended by letter on Feb 20, 2020 for an additional 3 years |
| Base pay history | Base increased to $340,000 effective Jan 1, 2019; salary reductions applied in 2023–2024 per cost measures |
| Severance | If terminated without cause or resigns for good reason: accrued salary/bonuses, expense reimbursement, and one year of salary |
| Change-of-control | No specific CoC acceleration terms disclosed for Ms. Li; (CFO has defined CoC severance and acceleration) |
| Restrictive covenants | Confidentiality, non-compete, and non-solicitation apply under the agreement |
| Policy framework | Company clawback policy (adopted 11/16/2023) and anti-hedging policy in effect |
| Interim CEO comp | No changes to Ms. Li’s compensation arrangements as a result of her appointment as CEO (effective 11/30/2025) |
Investment Implications
- Pay-for-performance alignment appears limited: compensation is largely fixed cash with no disclosed annual performance metrics; the proxy explicitly notes TSR and net loss were not used in executive compensation plans for the reported periods .
- Insider selling pressure looks low near-term: no 2024 option exercises and no unvested RSUs; outstanding options (2,000 post-split) are fully exercisable with a 2030 maturity, limiting forced vesting-driven sales .
- Ownership alignment is modest: beneficial ownership fell below 1% post-split and capital actions; however, anti-hedging and clawback policies strengthen governance alignment .
- Retention risk manageable but not immaterial: severance provides one year of salary if terminated without cause or for good reason; no specific CoC acceleration disclosed for Ms. Li, unlike CFO terms, which may reduce “pay to leave” risk in a sale scenario .
- Governance/sentiment check: 2024 say-on-pay passed (6,821,344 for vs. 107,329 against), suggesting shareholder tolerance for the pay structure despite weak TSR over the period .