Tony Huidor
About Tony Huidor
Tony Huidor, 57, is Cineverse’s President of Technology and Chief Product Officer, joining the company in 2015 and promoted to his current role in May 2025 . He conceived and designed the Matchpoint Dispatch distribution platform, oversees product development of Matchpoint Blueprint powering Cineverse’s streaming apps, and developed cineSearch—an AI chatbot for content recommendations; prior roles include VP positions at Universal Music Group and product development at the Walt Disney Internet Group . During the past three fiscal years, company performance metrics disclosed in Pay vs Performance show TSR indices of 25.15 (FY2023), 4.16 (FY2024), and 19.51 (FY2025), with net income improving from a loss of $(21.3) million in FY2024 to $3.8 million in FY2025 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Universal Music Group (UMG) | Vice President of Operations; VP Technical Product Development at UMGD | Not disclosed | Digital operations and technical product development leadership |
| Walt Disney Internet Group | Director of Product Development | Not disclosed | Built subscription-based entertainment services globally |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Digital Entertainment Group (DEG) | Board of Directors | Not disclosed | Industry trade organization leadership; cross-industry technology advocacy |
Fixed Compensation
| Component | Value | Effective Date | Notes |
|---|---|---|---|
| Base Salary | $430,000 per year | May 1, 2025 | Subject to annual review by Compensation Committee |
| Target Annual Bonus (MAIP) | 70% of base salary ($301,000) | May 1, 2025 | Based on company performance goals set annually; paid by Aug 31 following fiscal year |
| Benefits | Not quantified | Ongoing | Medical, dental, vision, disability, life insurance, PTO per executive plans |
Performance Compensation
Annual Incentive (MAIP)
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Company performance (financial plan and key performance metrics) | Not disclosed | 70% of base salary | Not disclosed | Cash, stock, or combo; per MAIP | Annual; payout timing by Aug 31 following fiscal year |
Equity Awards – Time- and Performance-based
| Instrument | Grant/Terms | Metric | Vesting | Payout Form | Notes |
|---|---|---|---|---|---|
| RSUs (2017 Plan) | 76,820 RSUs granted; effective May 1, 2025 | Time-based | Three-year schedule; equal annual tranches | Cash or stock at Company discretion | Subject to 2017 Plan governance; award terms in Notice of Award |
| PSUs (2017 Plan) | Up to 200,000 shares (2023 agreement) | EBITDA; additional financial targets | At least 12 months per plan (performance awards ≥1 year) | Shares upon earning; plan terms apply | Established by Compensation Committee |
| SARs (2017 Plan) | 1,000,000 SARs; $0.29 exercise; 10-year term (2023 agreement) | Share price appreciation | “SAR Vesting Schedule” (specific dates not disclosed) | Cash or stock upon exercise | Unvested SARs vest on CIC or termination other than for Cause per agreement |
Plan-Level Governance Affecting Awards
- 2017 Plan minimum one-year vesting (up to 5% exception), clawback, no discounted options/SARs, no repricing without stockholder approval, and no tax gross-ups .
- Change-in-control: Unearned performance awards earned pro-rata at higher of actual/target; earned but unvested performance awards vest; non-performance awards may receive Replacement Awards or immediate settlement; no excise tax gross-ups; payments optimized to avoid 280G excess parachute taxes .
Equity Ownership & Alignment
- Beneficial ownership: Not disclosed for Huidor in 2025 NEO tables; he was not a Named Executive Officer in FY2025 proxy ownership section .
- Insider Trading Policy: Restricts trading on MNPI; discourages hedging (cashless collars, forwards, equity swaps); prohibits short sales; pre-clearance required .
- Stock ownership guidelines: Disclosed for non-employee directors (3× cash retainer); no executive ownership guidelines disclosed .
- Clawback: Policy compliant with Dodd-Frank/Nasdaq—recoup incentive-based compensation over three years preceding an accounting restatement; no recapture instances to date .
Employment Terms
| Term | Detail | Source |
|---|---|---|
| Role | President of Technology & Chief Product Officer; reports to CEO (and Office of CEO as assigned) | |
| Start in current role | Effective May 1, 2025; agreement dated May 14, 2025 | |
| Tenure at company | Joined Cineverse in 2015 | |
| Agreement term | May 1, 2025 – April 30, 2027; auto-renews for 1 year unless 90-days’ notice | |
| Base salary | $430,000 | |
| Target bonus | 70% of base ($301,000) under MAIP | |
| RSU grant | 76,820 RSUs; three equal annual tranches; payable in cash or stock | |
| Severance (no Cause / Good Reason) | 12 months’ base salary paid monthly or lump sum after 60 days; offset by other employment income; release required | |
| Change-in-control economics | Double-trigger within 2 years of CIC or non-renewal: lump sum equal to 2×(base + target bonus), subject to 280G cap; pay within 60 days | |
| Restrictive covenants | Confidentiality; non-solicitation/no-hiring during employment and for ≥1 year post-employment or during severance/CIC payment period; injunctive relief | |
| Non-compete | Not disclosed in agreement | |
| 409A compliance | Payments structured to comply; six-month delay for “specified employee” deferred comp | |
| Governing law & venue | California law; federal/state courts in Los Angeles | |
| Indemnification | Indemnified for good faith service as officer/director in covered proceedings |
Compensation Structure Analysis
- Shift from PSUs/SARs (2023) to RSUs (2025) indicates a move toward time-based equity, reducing performance risk and enhancing retention visibility for Huidor; PSUs in 2023 were tied to EBITDA targets while 2025 awards are RSUs with cash-or-stock settlement flexibility .
- The 2017 Plan includes shareholder-friendly terms: clawback, no repricing, minimum vesting, and no tax gross-ups; award acceleration under CIC is structured to avoid 280G excess parachute payments .
- Company-wide say-on-pay engagement improved from 62% in 2023 to 90% in 2024 after investor feedback on transparency—supportive of the compensation program’s alignment with shareholder interests .
Performance & Track Record
- Technology impact: Company disclosures credit Matchpoint for margin expansion and cost efficiencies; Technology Group was formed to scale commercialization and AI solutions under Huidor’s leadership .
- Company performance context during recent years: TSR and net income improved sharply in FY2025 (TSR 19.51; net income $3.764 million) versus FY2024 (TSR 4.16; net loss $(21.265) million), reflecting operational progress though attribution to a single executive is not disclosed .
Investment Implications
- Retention risk appears moderate: Double-trigger CIC protections and 12-month severance provide stability, while three-year RSU vesting aligns incentives to remain through FY2027 .
- Insider selling pressure: RSU tranches through 2025–2027 may create periodic supply; settlement in cash or stock gives the company flexibility to mitigate dilution .
- Alignment and governance: Hedging discouraged, clawback in place, and no gross-ups/repricings under the 2017 Plan improve investor alignment and reduce governance risk .
- Execution focus: Expansion of technology licensing and AI initiatives under Huidor targets margin expansion and operational efficiencies industry-wide—if successful, could support equity value creation; monitoring commercialization milestones and any Form 4 activity is prudent for trading signals .
Note: Beneficial ownership amounts, vested vs. unvested breakdown, and Form 4 trading patterns for Tony Huidor were not disclosed in the 2025 proxy; further analysis would require insider trading filings (Form 4) and current holdings data.