Joseph Manni
About Joseph Manni
Joseph S. Manni, 51, is Chief Revenue Officer at Ceribell (CBLL). He joined the company in April 2024 and has served as CRO since April 1, 2025, after more than 25 years in healthcare sales leadership; he holds a B.A. in sociology/criminal justice from East Stroudsburg University of Pennsylvania . Company performance during his tenure has been strong: FY2024 revenue grew 45% to $65.4M and Q4 2024 revenue rose 41% to $18.5M; Q3 2025 revenue reached $22.6M (+31% YoY), with gross margins ~87–88% and active accounts expanding from 529 to 615 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Omnicell, Inc. | Vice President, North America Sales | 2019–2024 | Led commercial execution across North America, scaling adoption and revenue growth . |
| Omnicell, Inc. | Various roles of increasing responsibility | 2008–2019 | Progressively expanded sales and commercial responsibilities, building teams and processes . |
| Stinger Medical; Arrow International; GlaxoSmithKline | Sales roles | 2002–2008 | Early career foundation in healthcare sales across devices and pharma . |
External Roles
- No public-company board or external directorships disclosed for Manni in Ceribell’s proxy .
Fixed Compensation
- Ceribell’s 2025 proxy provides NEO pay detail for CEO, CFO, and CTO but does not disclose Manni’s base salary or target bonus for 2024/2025 due to scaled EGC disclosure; March 2025 compensation 8-K covered CEO/CFO/CTO only .
Performance Compensation
- Manni-specific annual bonus metrics, weightings, and payouts are not disclosed. Company’s 2024 NEO bonus framework tied payouts to corporate objectives (revenue, R&D milestones, operational excellence), with CEO at 100% corporate weighting and CFO/CTO at 75% corporate plus 25% individual goals, but this is not stated for Manni .
Equity Ownership & Alignment
| Instrument | Grant/Exercisable | Shares | Strike | Expiration | Vesting Schedule |
|---|---|---|---|---|---|
| Stock Option (Right to Buy) | Date exercisable: 25% on 04/01/2025 | 128,404 | $9.4062 | 04/23/2034 | 25% vests on 04/01/2025; remaining 75% vests in 36 equal monthly installments thereafter . |
- Form 3 filed April 1, 2025, lists Manni as an officer (Chief Revenue Officer) and reports the above option; the excerpt does not show direct common share holdings, and no Form 4 transactions were found in the filings list .
- Hedging/pledging: Ceribell’s Insider Trading Policy prohibits short sales, options/derivatives, hedging, margin purchases, and pledging of company stock—supports alignment and reduces hedging/pledging risk .
- Clawback: Ceribell adopted a Nasdaq/Exchange Act Section 10D-compliant clawback policy for current/former Section 16 officers, recouping erroneously awarded incentive compensation within three fiscal years following a required restatement .
Employment Terms
| Topic | Key Terms | Notes |
|---|---|---|
| Change-in-Control & Severance Framework (Company) | Outside CIC period: salary continuation (CEO 18 months; other NEOs 6 months if <1 year tenure, 12 months if ≥1 year), COBRA reimbursements aligned to salary duration. During CIC period: salary continuation (CEO 18 months; others 12 months), 100% acceleration of unvested time-based equity, lump-sum bonus at 1.5x (CEO) or 1x (others) target, COBRA reimbursements aligned to salary duration. Best-net 280G cutback applied . | Proxy specifies terms for NEOs; CRO-specific agreement is not individually filed, but the company uses standardized executive CIC/severance agreements. |
| Indemnification | Broad indemnification/prepayment of expenses for directors/officers to fullest extent of DGCL; standard form of indemnification for executives . | Reduces personal liability risk for officers. |
| Compensation governance | Officer compensation set by/at direction of the Board; officers may be removed with/without cause subject to employment contracts . | Board oversight of pay/roles. |
| Non-solicit/Confidentiality | Employment/CIC agreements require continued compliance with confidential information and invention assignment; contemplated agreements include non-solicitation covenants (one year) and non-disparagement . | Company-wide policy for executives; not Manni-specific in filings. |
Performance & Track Record
| Metric | Q4 2024 | Q3 2025 |
|---|---|---|
| Revenue ($USD Millions) | 18.5 (+41% YoY) | 22.6 (+31% YoY) |
| Gross Margin (%) | 88 | 88 |
| Active Accounts (units) | 529 at FY-end 2024 | 615 |
- Commercial execution: Management outlined expansion to 55 territory managers by mid-2025 to drive account acquisition and penetration, with the commercial organization led by Manni as CRO; strategy emphasizes durable utilization via coordinated territory and clinical account management .
Board Governance
- Compensation Committee (2024): Rebecca Robertson, Juliet Tammenoms Bakker, and Lucian Iancovici; all independent and none served as company officers—reduces interlocks risk .
- 2025 Annual Meeting outcomes: Director elections and PwC auditor ratification; no say‑on‑pay item reported .
Risk Indicators & Red Flags
- Hedging/pledging prohibited by policy—positive alignment signal .
- Clawback policy in place—supports pay-for-performance discipline .
- Limited transparency on CRO-specific cash compensation/bonus metrics due to EGC scaled disclosure—monitor future proxies/8‑Ks for CRO pay detail .
Investment Implications
- Alignment/retention: The 128,404‑share option with a three-year monthly vest (post initial 25% cliff) and 10‑year term creates ongoing vesting through 2028, encouraging retention while minimizing near‑term selling pressure absent Form 4 activity; pledging/hedging bans and clawback add alignment safeguards .
- Execution leverage: Strong company revenue growth and account expansion alongside planned sales force scaling suggest Manni’s remit has material leverage on forward growth, making CRO performance a key driver of top‑line trajectory .
- Contract economics: Standardized CIC/severance terms reduce turnover risk during strategic transitions and protect enterprise continuity; monitor whether CRO receives the same economics upon filing of specific agreements .
- Data gaps: Absence of disclosed CRO base/bonus and PSU/RSU details limits pay-for-performance assessment; track upcoming DEF 14A and any Item 5.02 8‑Ks for compensation structure, performance metrics, and equity mix evolution .