Vickram Singh
About Vickram Singh
Vickram Singh, age 31, is Chief Operating Officer of Dragonfly Energy (DFLI) since February 2025, following roles spanning R&D Scientist to SVP of Technology since 2020 . He holds a Ph.D. in Materials Science and Engineering (University of Nevada, Reno) and a B.S. in Chemical Engineering (University of Tennessee, Knoxville), and previously served as a Postdoctoral Research Fellow at Lawrence Livermore National Laboratory’s Center for Global Security Research and as a Nuclear Regulatory Commission Fellow during his Ph.D. . His technical leadership has focused on next‑generation lithium‑ion battery development, manufacturing process optimization, and all‑solid‑state battery chemistries for deep‑cycle applications . Company- or role-specific TSR, revenue, or EBITDA performance metrics tied to his compensation are not disclosed in filed materials .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Dragonfly Energy Holdings/Corp. | Chief Operating Officer | Feb 2025–present | Oversees operations and technical functions (R&D, automation engineering, pack development) . |
| Dragonfly Energy | SVP, Technology | Jan 2024–Feb 2025 | Led technical efforts across next‑gen lithium‑ion development and manufacturing optimization . |
| Dragonfly Energy | Director, R&D | Apr 2022–Jan 2024 | Directed development of next‑gen batteries and solid‑state chemistries for deep‑cycle applications . |
| Dragonfly Energy | Sr. R&D Scientist | Apr 2021–Apr 2022 | Advanced pack development and materials research . |
| Dragonfly Energy | R&D Scientist | Apr 2020–Apr 2021 | Materials and cell development work . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Lawrence Livermore National Laboratory (CGSR) | Postdoctoral Research Fellow | Aug 2019–Feb 2020 | Research on international energy development and foreign policy implications . |
| University of Nevada, Reno | Nuclear Regulatory Commission Fellow (during Ph.D.) | During Ph.D. (dates not separately stated) | Supported advanced research; built technical credentials for energy materials . |
Fixed Compensation
| Component | Terms | Effective/Reference | Source |
|---|---|---|---|
| Base Salary | $350,000 per year | Employment Agreement dated Feb 1, 2025; COO effective Feb 4, 2025 | |
| Target Annual Bonus | Up to 65% of base salary (discretionary) | Same as above (implies up to $227,500 based on $350,000) | |
| Long‑Term Incentive (LTI) | Target grant‑date value $550,000 (cash and/or equity, at Compensation Committee’s discretion) | Annual eligibility per Employment Agreement | |
| Employment Term | Initial 3‑year term; automatic 3‑year renewals; 90 days’ non‑renewal notice by either party | Employment Agreement |
Note: The 2025 proxy’s Summary Compensation Table is for FY2024 and does not include Singh, who became COO in 2025 .
Performance Compensation
| Incentive | Metric(s) | Weighting | Target | Actual | Payout Mechanics | Vesting | Source |
|---|---|---|---|---|---|---|---|
| Annual Cash Bonus | Not specifically disclosed; discretionary | Not disclosed | Up to 65% of base salary (up to $227,500 at $350,000 base) | Not disclosed | Annual, at Compensation Committee discretion | N/A | |
| Long‑Term Incentive (cash and/or equity) | Not specified (committee discretion) | Not disclosed | $550,000 grant‑date target value | Not disclosed | Annual awards; form and terms set by Compensation Committee | Not disclosed; time‑based equity vests in full upon qualifying terminations as detailed in Employment Terms |
Additional plan features relevant to incentives:
- Company has a clawback/recoupment framework under the 2022 Equity Plan; awards can be forfeited/recouped per policy/law .
- Administrator may allow deferrals and dividend equivalents on certain awards, subject to vesting; transfer restrictions and CIC treatment are governed by the 2022 Plan .
Equity Ownership & Alignment
| Item | Details | Source |
|---|---|---|
| Beneficial Ownership (individual) | Singh is not individually listed among named beneficial owners in the 2025 proxy’s table (as of Sept 10, 2025) | |
| Executive/Director Group Ownership | All current executive officers and directors as a group: 1,929,250 shares; 3.12% of class (as of Sept 10, 2025) | |
| Anti‑Hedging | Insider trading policy prohibits hedging (e.g., puts, calls, derivatives) by officers, directors, employees, family members, and controlled entities | |
| Pledging | No explicit pledging policy disclosure identified in the proxy | |
| Clawback | Awards subject to clawback/recoupment under policy/law (2022 Plan) | |
| Outstanding Awards (Singh) | No Singh‑specific outstanding awards disclosed as of FY2024 year‑end tables; he was appointed COO in 2025 |
Employment Terms
| Provision | Non‑CIC Termination (without cause or for good reason) | CIC Window Termination (3 months before to 12 months after a CIC; without cause/not renewed or for good reason) | Source |
|---|---|---|---|
| Cash Severance | Cash severance equal to 1.0x Base Salary, paid in installments over two years | 1.5x Base Salary, paid in a lump sum | |
| COBRA | Company‑paid COBRA for up to 12 months | Same (severance otherwise lump‑sum) | |
| Equity Vesting | Time‑based equity vests in full; performance‑based awards remain eligible if performance is met | Company‑granted option awards fully vest and remain exercisable for the remainder of the term | |
| Conditions | Release of claims; compliance with restrictive covenants | Release of claims; compliance with restrictive covenants | |
| CIC Tax Treatment | — | Excise tax gross‑up: payment covering 280G excise tax plus amounts to make whole after tax | |
| Restrictive Covenants | Confidentiality (indefinite), non‑compete during employment and 12 months post‑termination, non‑solicitation of personnel and partners during employment and 12 months post‑termination; IP assignment | Same covenants apply | |
| Agreement Mechanics | Initial 3‑year term; auto 3‑year renewals; 90‑day non‑renewal notice | Same | |
| Documentation | Employment Agreement (Exhibit 10.1) filed with Form 8‑K dated Feb 5, 2025 | Same |
Investment Implications
- Alignment and retention: Base salary $350k with discretionary bonus up to 65% and a sizeable $550k LTI target suggests a meaningful at‑risk mix, while 12‑month non‑compete/non‑solicit reduces immediate post‑exit competitive risk . Time‑based equity vests upon qualifying separation, and CIC window benefits include option vesting; these features help retention but can accelerate supply if triggered .
- Shareholder‑friendliness risk: The Employment Agreement includes a full 280G excise tax gross‑up under CIC conditions, a shareholder‑unfriendly feature and potential pay‑for‑failure risk signal in a sale scenario .
- Pay‑for‑performance transparency: Annual bonus is discretionary with no disclosed metrics/weightings; LTI terms are at committee discretion. Lack of explicit performance metrics in filings reduces visibility into pay‑performance linkage .
- Skin‑in‑the‑game: Singh is not individually listed in the beneficial ownership table as of Sept 10, 2025, implying limited disclosed direct ownership; group ownership stands at 3.12%, modest for aggregate leadership alignment .
- Trading policies: Anti‑hedging policy is in place, reducing misalignment from derivative hedging; no explicit pledging policy disclosure found, leaving a potential governance gap if pledging were allowed externally .
No legal proceedings or related‑party transactions involving Singh are disclosed; the company confirms no family relationships among directors/executive officers, and indicates standard indemnification and ethics frameworks .