Mazin Sabra
About Mazin Sabra
Mazin Sabra is Chief Operating Officer of ClearPoint Neuro, Inc., age 45, appointed October 10, 2022. He holds a Bachelor’s degree in Industrial & Systems Engineering from the University of Michigan and previously led supplier quality and procurement engineering teams at Philips and strategic sourcing at Stryker . Under the current management team, CLPT reported 2024 revenue growth of 31% year-over-year, a 35% reduction in operational cash burn, Pay-Versus-Performance TSR value of $137.08 for a $100 investment, and 2024 net loss of $18.9 million .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Philips | VP Supplier Quality Engineering | Apr 2021–Sep 2022 | Led global supplier quality across portfolios from Class III medical devices to consumer products |
| Philips | VP Procurement Engineering (Connected Care); Senior Director Procurement Engineering (IGT Devices) | Jun 2016–Apr 2021 | Defined procurement strategy, supply risk management, design-for-excellence for NPD, profitability and growth |
| Stryker | Director, Asia Strategic Sourcing (Suzhou, China) | 2011–2016 | Managed Asia-based suppliers supporting 14 global manufacturing sites and three China facilities; oversight of India GTC |
| Stryker | Various management roles | ~2005–2011 | Progressive leadership across supplier management and operations |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Not disclosed | — | — | No external directorships disclosed in Company filings |
Fixed Compensation
| Component | Amount / Terms | Source |
|---|---|---|
| Base Salary | $340,000 (subject to adjustment by Compensation Committee, with minimums/limits per agreement) | |
| Target Annual Bonus | 45% of base salary; actual payout subject to Compensation Committee-set performance goals | |
| Sign-on Bonus | $110,000 cash total; $50,000 within 45 days of start date; $60,000 by or before March 31, 2023 |
Performance Compensation
- Annual bonus metrics are set by the Compensation Committee; individual performance metric details for Mr. Sabra are not disclosed in public filings .
- Company-level outcomes referenced by the Compensation Committee include revenue growth, cash burn reduction, financing execution; these underpinned 2024 NEO bonus decisions but individual COO metrics are not itemized in filings .
Equity Ownership & Alignment
| Equity Award | Grant Date | Shares | Vesting Schedule | Notes |
|---|---|---|---|---|
| Restricted Shares (Inducement) | Oct 10, 2022 | 46,000 | 15,334 on Oct 10, 2023; 15,333 on Oct 10, 2024; 15,333 on Oct 10, 2025 | Restricted shares confer voting/dividend rights subject to restrictions; forfeiture if employment ends before vesting |
| Stock Ownership Guidelines | Executive officers subject to Section 16 must hold 300% of base salary; CEO 500%; directors 400% of base retainer | — | — | Company tracks compliance; individual compliance status not disclosed |
| Hedging/Pledging | Insider Trading Policy prohibits short sales and buying/selling put or call options; pledging policy not specifically disclosed | — | — | — |
Employment Terms
| Term | Details | Source |
|---|---|---|
| Start Date | October 10, 2022 (agreement executed Sept 20, 2022) | |
| Initial Term & Renewal | Three-year term from start date; auto-renews for successive one-year periods; either party may terminate with 90 days’ written notice prior to end of current term | |
| Position | Chief Operating Officer | |
| Severance (without cause / good reason) | Lump sum equal to: 1× annual base salary at termination; 1× average bonus of previous two years; $18,000; plus expense reimbursement; equity acceleration provisions (see below) | |
| Change-of-Control (CoC) Benefits | Upon CoC, unvested options/restricted stock fully vest; if terminated without cause or resigns for good reason within 2 months before or 12 months after CoC: lump sum equals (i) 2× base salary at termination, (ii) 2× average of two highest bonuses in prior three years, (iii) $18,000; plus expense reimbursement | |
| Equity Acceleration (normal severance vs post-2023 awards) | Company-wide amendment on Mar 3, 2023: for qualifying terminations, awards granted prior to Mar 3, 2023 fully vest; awards granted on/after Mar 3, 2023 vest only to the extent scheduled within 12 months after termination | |
| Non-Compete / Non-Solicit | Non-compete for one year post-termination (subject to applicable law); non-solicit of employees/consultants for one year post-termination; confidentiality and assignment of inventions required | |
| PTO / Definitions Update | Amendment added unlimited paid time off and revised termination definitions (e.g., “Termination Upon Expiration,” “Termination Without Cause,” “Voluntary Termination”) | |
| Indemnification | Standard officer indemnification agreement upon appointment | |
| Clawback | Company compensation recoupment (Dodd-Frank) applies to awards; policy established Oct 2023 |
Investment Implications
- Alignment and retention: A 46,000-share restricted stock inducement with three-year, equal-tranche vesting aligns COO incentives with shareholder value and creates discrete vest dates (Oct 10 annually) that can coincide with potential selling windows; combined with 300% salary ownership guideline for Section 16 officers, alignment is structurally reinforced .
- Change-of-control economics: Double-trigger CoC cash benefits at 2× salary and 2× highest two-year average bonus, plus full equity vesting on CoC, increase transaction costs and retention leverage around strategic events, reducing involuntary departure risk but potentially raising acquisition premium requirements .
- Severance/acceleration revisions: Post–Mar 3, 2023 award acceleration limited to tranches vesting within 12 months after termination, which moderates windfall risk while preserving near-term retention; pre-2023 awards still fully accelerate on qualifying terminations .
- Governance and pay practices: Independent Compensation Committee, external consultant (Haigh & Company) with verified independence, and robust clawback and insider trading policies (hedging restrictions) support risk management and investor confidence; say‑on‑pay received ~95% approval in 2024, signalling broad shareholder support .
- Data gaps: Individual beneficial ownership percentage, pledging status, and COO-specific annual performance metrics are not disclosed; monitor future proxies and Form 4s for insider transactions to assess selling pressure and ownership trajectory .
Note: Individual insider transaction details (Form 4) for Mr. Sabra were not retrieved in these filings; further monitoring is warranted.