Mathew Evelt
About Mathew Evelt
Mathew (Matthew) Evelt is Chief Operating Officer at Atlantic International Corp. (ATLN), hired April 7, 2025, responsible for overseeing global operations and improving delivery efficiency of the Company’s staffing solutions . He holds a B.A. in Government with a Business Minor from The University of Texas at Austin and brings 20+ years of experience in workforce strategy, operational transformation, and international expansion . Performance metrics such as TSR, revenue growth, or EBITDA growth tied to his tenure were not disclosed in Company filings.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Airswift | President — Americas | Jul 2023 – May 2025 | Led regional operations and expansion for a global workforce solutions firm |
| The Roosevelt Strategic | Founder & CEO | Apr 2020 – Jul 2023 | Built advisory practice focused on emerging operational and workforce strategies |
| Gattica | Group President, Americus | Aug 2016 – Jul 2020 | Senior leadership of Americas business; operational transformation experience |
| Several other firms | Leadership positions | Not disclosed | Not disclosed |
Fixed Compensation
| Component | FY 2025 Terms | Notes |
|---|---|---|
| Base Salary | $400,000 per year | As COO |
| Target Annual Bonus | Up to $400,000 per year, performance-based | Metrics “agreed” but not specified |
| Benefits | Eligible for Company benefit plans commensurate with role | Standard executive benefits |
| Actual Bonus Paid | Not disclosed | — |
Performance Compensation
Equity and Option Awards
| Award Type | Grant Date | Shares/Units | Strike/Grant Value | Vesting | Expiration/Other |
|---|---|---|---|---|---|
| Stock Options | Jun 1–2, 2025 grant cycle reference | 1,000,000 options | $2.67 per share (grant-date market price) | Vest over 4 years; equal 25% tranches | Standard option terms per plan |
Vesting Schedule – Options
| Date | Shares Vesting | Notes |
|---|---|---|
| Jun 1, 2026 | 250,000 | Incentive stock options vesting schedule provided in proxy |
| Jun 1, 2027 | 250,000 | — |
| Jun 1, 2028 | 250,000 | — |
| Jun 2, 2029 | 250,000 | — |
Bonus Metrics and Payout Mechanics
| Metric | Weighting | Target | Actual | Payout | Vesting/Timing |
|---|---|---|---|---|---|
| “Agreed metrics” (not specified) | Not disclosed | Not disclosed | Not disclosed | Up to $400,000 annually | Annual |
The Company adopted a Dodd-Frank-compliant clawback policy (effective July 3, 2024) requiring mandatory recoupment of incentive-based compensation for executive officers in the event of a material financial restatement, regardless of misconduct .
Equity Ownership & Alignment
| Ownership Element | Amount | % of Outstanding | Notes |
|---|---|---|---|
| Options (issuable) | 1,000,000 | 1.7% | Incentive stock options vesting 2026–2029; percent based on 58,375,488 shares |
| Shares owned (Form 3) | None reported at initial filing | — | Form 3 filed July 21, 2025 states “No securities are beneficially owned.” Initial statement context |
| Hedging/Pledging | Prohibited by Company policy | — | Anti-hedging and anti-pledging in effect |
| Rule 10b5-1 plans | None in place for officers/directors | — | Company disclosure |
Employment Terms
| Term | Detail | Notes |
|---|---|---|
| Start Date | April 7, 2025 (hired as COO) | — |
| Role | Chief Operating Officer | Oversees global operations |
| Severance | 12 months of base salary if terminated without cause | No severance for cause |
| Change-of-Control | Not disclosed | Other executives have CoC terms; Evelt’s CoC not specified in filings |
| Non-compete/Non-solicit | Not disclosed | — |
| Contract Term | Not disclosed | — |
Governance and Incentive Framework Context
- Compensation Committee administers the Omnibus Equity Incentive Plan and the 2025 Omnibus Equity Incentive Plan (10,000,000-share reserve), with default 4-year vesting and restrictions on repricing without shareholder approval .
- Company enforces insider preclearance, Section 16 compliance, and prohibits hedging/pledging; reports no Rule 10b5-1 arrangements as of proxy disclosures .
Investment Implications
- Pay mix is balanced but equity-heavy via 1,000,000 options at $2.67, aligning incentives with long-term value creation; 4-year vesting creates potential selling pressure around annual vest dates from 2026–2029, subject to trading policies .
- Severance of 12 months’ salary if terminated without cause lowers near-term retention risk but without disclosed change-of-control specifics for Evelt; broader Company policies include anti-hedging/anti-pledging and an enforceable clawback for restatements, supporting compensation discipline .
- Beneficial ownership recognition reflects 1.7% via options issuable, but initial Form 3 showed no beneficial ownership—consistent with options not exercisable within 60 days; meaningful equity stake will begin vesting in 2026, increasing alignment as tranches vest .
- Lack of disclosed, specific bonus metrics limits pay-for-performance transparency versus peers; monitoring subsequent proxies and 8-Ks for metric definitions and payout outcomes is warranted .