Christopher Geberth
About Christopher Geberth
Christopher Geberth served as Allurion’s Chief Financial Officer from September 2020 until his resignation effective November 13, 2024; he remained as a consultant to assist with transition thereafter . Prior to Allurion, he was CFO at Lutronic (2017–2020) and EVP Finance at Cynosure (2008–2017), and holds a B.B.A. in Business from Pace University . During his tenure, Allurion’s revenues fell from $64.2M in 2022 to $53.5M in 2023 and $32.1M in 2024, while EBITDA remained negative; the company did not pay 2023 annual performance bonuses to NEOs, including the CFO, despite transaction-related and retention bonuses .
Company performance (FY, USD):
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues | $64.21M* | $53.47M | $32.11M |
| EBITDA | -$31.12M* | -$78.33M* | -$44.20M* |
| Net Income | -$37.74M* | -$80.61M* | -$26.15M* |
Values retrieved from S&P Global. * denotes values without document citations.
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Lutronic Inc. (medical equipment) | Chief Financial Officer | 2017–2020 | Public-company CFO experience in medtech capital allocation and controls |
| Cynosure, Inc. (medical equipment) | EVP, Finance | 2008–2017 | Scaled finance operations through growth and corporate transactions |
External Roles
- None disclosed in company filings.
Fixed Compensation
- Employment status and resignation: CFO from Sep 2020; resigned Nov 13, 2024 to pursue other interests (no disagreement noted) .
- Salary and target bonus: Base raised to $425,000 effective at business combination; target annual bonus 50% of salary .
- 2023 annual performance bonus: Not paid to NEOs (including CFO) .
- Transaction/retention bonuses paid in 2023: $150,000 (Business Combination bonus) and $105,342 retention bonus .
Multi‑year compensation (USD):
| Component | 2022 | 2023 |
|---|---|---|
| Salary | $319,087 | $280,650 |
| Bonus (Deal/Retention) | — | $255,342 (Deal $150,000; Retention $105,342) |
| Option Awards (Grant-date FV) | $844,510 | — |
| Non‑equity Incentive Plan (Annual) | $83,760 | — |
| All Other Compensation | $6,100 | $6,600 (401k) |
| Total | $1,253,457 | $542,592 |
Notes: 2023 base salary was temporarily reduced to $36,000 from Apr 15–Jul 31, 2023 pre‑business combination to preserve cash .
Performance Compensation
- Annual bonus plan: Based on pre‑established company and individual criteria; 2023 target 50% of salary; payout $0 for 2023 .
- Equity mix: Time‑based stock options; no PSUs disclosed for CFO .
Annual incentive framework:
| Metric | Weighting | Target | Actual (2023) | Payout | Vesting |
|---|---|---|---|---|---|
| Company/Individual performance (cash bonus) | Not disclosed | 50% of salary | Not disclosed | $0 (no bonus paid) | N/A |
Equity awards (time‑vested options only; see vesting schedule below) .
Equity Ownership & Alignment
- Beneficial ownership (pre-reverse split): 413,270 shares; less than 1% as of Oct 25, 2024 .
- Beneficial ownership (post-reverse split): 16,762 shares issuable upon exercise of options within 60 days as of Feb 28, 2025 .
- Pledging/hedging: Prohibited by Insider Trading Policy (no pledging, hedging, short sales, or margin) .
- Ownership guidelines: Not disclosed.
Beneficial ownership snapshots:
| As-of date | Shares/rights | Percent |
|---|---|---|
| Oct 25, 2024 | 413,270 shares | <1% (company table asterisk) |
| Feb 28, 2025 | 16,762 options (exercisable within 60 days) | Not shown |
Outstanding Equity and Vesting Schedule (as of Dec 31, 2023)
| Grant date | Vesting commencement | Exercisable (#) | Unexercisable (#) | Exercise price | Expiration | Vesting terms |
|---|---|---|---|---|---|---|
| Feb 11, 2021 | Nov 16, 2020 | 94,234 | 28,015 | $0.95 | Feb 10, 2031 | 25% on 1‑yr anniversary; monthly/36 thereafter |
| Dec 7, 2021 | Jan 1, 2022 | 35,146 | 38,203 | $1.88 | Dec 6, 2031 | 25% on 1‑yr anniversary; monthly/36 thereafter |
| Dec 20, 2022 | Dec 8, 2022 | 173,807 | 139,045 | $4.51 | Dec 19, 2032 | Monthly/36; one‑third of then‑unvested accelerated at Business Combination |
Vesting descriptions and counts per company Outstanding Equity Awards table .
Employment Terms
- Employment agreement (effective Aug 1, 2023): At‑will; base salary $425,000; target annual bonus 50% of salary .
- Severance (without cause or resignation for good reason): 9 months base salary continuation; company‑paid COBRA up to 12 months (or earlier eligibility/event) .
- Change‑of‑control (sale event) double‑trigger (3 months prior to or 12 months after): Cash equal to 1.0× (base salary + target bonus); full acceleration of time‑based equity; company‑paid COBRA up to 12 months .
- 8‑K disclosure of resignation: Resigned effective Nov 13, 2024 to pursue other interests; remained consultant; no disagreement; no severance terms disclosed in 8‑K .
Summary of key terms:
| Provision | Terms |
|---|---|
| Base salary | $425,000; target bonus 50% of salary |
| Severance (no cause/Good reason) | 9 months salary; COBRA paid up to 12 months |
| Change‑of‑control (double‑trigger) | 1.0× (salary + target bonus); full equity acceleration; COBRA up to 12 months |
| Non‑compete / non‑solicit | Not disclosed |
| Clawback | Company Compensation Recovery Policy adopted Oct 2, 2023 (restatement‑based) |
| Pledging/hedging | Prohibited |
Investment Implications
- Pay-for-performance alignment: In 2023, no annual performance bonuses were paid, but the CFO received $255k in one‑time Business Combination and retention bonuses; equity was time‑vested options rather than performance shares, which skews mix toward retention and transaction incentives over strict operating performance .
- Retention and transition risk: Geberth resigned as CFO in Nov 2024 (continued as consultant), underscoring leadership transition risk during a period of revenue contraction and financing actions; absence of disclosed severance in the resignation 8‑K suggests no additional cash obligations beyond consulting, but terms are not detailed .
- Ownership alignment and selling pressure: As of early 2025, disclosed beneficial ownership for Geberth consisted of options exercisable within 60 days post reverse split (16,762), indicating limited immediate common ownership; corporate policy prohibiting pledging/hedging lowers misalignment risk from derivatives .
- Change‑of‑control economics: Double‑trigger cash (1.0× salary + target bonus) and full acceleration of time‑based equity create standard market incentives in a sale scenario; not outsized but could motivate supportive posture toward strategic alternatives .