Scott Blumberg
About Scott Blumberg
Scott Blumberg, age 43, is Chief Financial Officer of CeriBell, Inc., a role he has held since April 2020. He previously worked across investment banking, venture investing, medical device business development, and advisory services, and holds an A.B. in economics from Dartmouth College . Company materials provide his background but do not disclose TSR or specific revenue/EBITDA growth metrics tied to his personal performance .
Past Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Bank of America | Investment Banking Analyst | 2004–2006 | Capital markets experience |
| Bay City Capital | Analyst | 2006–2009 | Life sciences investment firm experience |
| IDEV Technologies, Inc. | Director of Business Development | 2009–2014 | Medical device BD |
| Venture Forward Advisory Services | Managing Advisor | 2014–2020 | Advisory firm work |
| CeriBell, Inc. | Chief Financial Officer | 2020–Present | CFO since April 2020 |
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $328,875 | $348,875 |
| Target Bonus (% of base) | 40% (program indicates CFO target) | 40% |
| Actual Bonus Paid ($) | $151,600 (paid in early 2024) | $170,741 (paid in early 2025) |
| Option Awards – Grant-date Fair Value ($) | $283,085 | $492,410 |
| Total Compensation ($) | $763,560 | $1,012,026 |
2025 adjustments (effective April 1, 2025): Base salary increased to $460,000 and target annual incentive raised to 50% of base .
Performance Compensation
| Component | Metric(s) | Weighting | Target | Actual | Payout Mechanics |
|---|---|---|---|---|---|
| Annual Cash Bonus (FY 2024) | Corporate objectives (revenue, R&D milestones, operational excellence) + individual goals | 75% corporate; 25% individual (CFO) | 40% of base | $170,741 (paid in 2025) | Earned based on pre-established objectives; paid after certification |
Notes:
- The proxy describes metric categories and weights; specific targets/achievement levels by metric are not disclosed .
Equity Ownership & Alignment
| As of April 11, 2025 | Count | % |
|---|---|---|
| Shares outstanding beneficially owned | 89,366 | * (<1%) |
| Shares exercisable within 60 days | 218,751 | — |
| Total beneficial ownership | 308,117 | * (<1%) |
Policy-based alignment and restrictions:
- Hedging, short sales, derivatives, margin purchases, and pledging of company stock are prohibited by the Insider Trading Policy .
- IPO lock-up: 180-day lock-up restricting sales, pledging, hedging, and similar transactions post-offering (applicable to officers) .
Outstanding equity awards (options) at December 31, 2024:
| Vesting Commencement | Exercisable (#) | Unexercisable (#) | Exercise Price ($) | Expiration |
|---|---|---|---|---|
| 4/8/2020 (fully vested) | 91,466 | — | 2.26 | 6/5/2030 |
| 6/10/2021 | 24,431 | 4,864 | 3.65 | 6/10/2031 |
| 1/1/2021 (fully vested) | 21,727 | — | 3.65 | 12/2/2031 |
| 4/1/2023 | 26,588 | 37,224 | 4.70 | 2/16/2033 |
| 4/1/2024 | 26,977 | 53,956 | 9.41 | 4/23/2034 |
Recent grant detail (2024 annual grant):
| Grant Date | Shares | Exercise Price ($) | Vesting |
|---|---|---|---|
| 4/23/2024 | 80,933 | 9.406 | Vests 1/24 monthly over 2 years starting 5/1/2024 |
Form 3 snapshot (post-IPO):
- Reported 88,366 common shares and option holdings across 5 option grants, consistent with vesting schedules described above .
Employment Terms
| Scenario | Cash Severance (Base Salary) | Target Bonus | Equity Vesting | COBRA | Other Terms |
|---|---|---|---|---|---|
| Termination without cause / resignation for good reason, outside Change-in-Control Period | 12 months (CFO) | — | — | 12 months | Release; compliance with restrictive covenants |
| Termination without cause / resignation for good reason, during Change-in-Control Period | 12 months (CFO) | Lump sum = 1x target bonus | 100% acceleration of unvested equity (excluding performance-based awards) | 12 months | Release; non-disparagement; 280G best-net cut |
Additional governance and policy items:
- Clawback Policy compliant with Nasdaq/Exchange Act Section 10D; applies to incentive-based compensation received within three fiscal years preceding a restatement .
- Equity award timing practices avoid grants near MNPI releases per SAB 120; options generally priced at closing price on grant date .
- Arbitration clause present in employment agreement; governed by California law .
Investment Implications
- Pay-for-performance design: CFO’s cash incentive is 40% of base with 75% weighting to corporate objectives and 25% to individual goals; 2024 payout of $170,741 signals achievement across revenue/R&D/operational metrics, but specific hurdle disclosures are limited .
- Retention and alignment: 2025 adjustment raised CFO base to $460,000 and target bonus to 50%, indicating the Board’s retention focus post-IPO; multi-tranche option portfolio with recent grants at $9.41 suggests sensitivity to stock performance over 2024–2026 .
- Selling pressure risk: The 180-day IPO lock-up restricted sales/hedging and expired in spring 2025; however, company policy prohibits hedging and pledging, reducing alignment red flags even after lock-up lapse .
- Change-of-control economics: Double-trigger CIC provides 12 months salary, 1x target bonus, full time-based equity acceleration, and 12 months COBRA—moderate protection that may incentivize management stability through strategic outcomes without excessive golden parachute risk .
- Skin in the game: Beneficial ownership is below 1% with significant vested/unvested option exposure, aligning upside with equity appreciation while limiting pledging and hedging risks; monitor continued vesting and any Form 4 activity for trading signals .