Christopher Devall
About Christopher Devall
Christopher Devall, age 43, is Chief Operating Officer of Dominari Holdings (DOMH) since January 1, 2023. He is a retired military veteran, holds an MBA from the University of Virginia Darden School of Business and a B.S. in Strategic Studies and Defense Analysis from Norwich University, and maintains Series 7 and 66 securities licenses . Company performance during his tenure includes a 2025 Q3 revenue of $50.8 million (up ~1,150% year-over-year) and nine-month 2025 revenue of $93.0 million versus $11.6 million in 2024; net income attributable to common stockholders was $125.2 million in Q3 2025, driven by marketable securities gains and American Bitcoin stake revaluation . Pay-versus-performance disclosures show cumulative TSR values declining to $9.97 in 2024 (from $25.82 in 2023 and $32.70 in 2022), with negative net income in 2022–2024, underscoring the program’s limited linkage to net income .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Dominari Holdings | Chief Operating Officer | Jan 2023 – Present | Operations leadership; Board cited operations background as qualification for COO |
| Dominari Holdings | Vice President of Operations | Jul 2022 – Jan 2023 | Operational build-out ahead of COO role |
| Dominari Holdings | Advisory Board Member | Apr 2022 – Jun 2022 | Advisory support prior to executive appointment |
| U.S. Department of Defense | Senior Operations Dept. Head | Feb 2019 – Jun 2022 | Senior operations leadership in defense domain |
| U.S. Department of Defense | Senior Operations Dept. Manager | Apr 2016 – Jan 2019 | Operations management experience |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed in proxy filings | — | — | No external public company board roles disclosed for Devall |
Fixed Compensation
| Component | Terms | Dates/Amounts |
|---|---|---|
| Base Salary | $250,000 per annum (prorated to $125,000 in first year); $300,000 in year two; $350,000 in years three through five | Agreement dated July 1, 2022 |
| Signing Bonus | $50,000 in restricted stock, fully vested on January 1, 2023 | Granted and vested by Jan 1, 2023 |
| Annual Bonus (Target/Minimum) | Minimum $50,000; cash or restricted stock at Compensation Committee’s discretion based on performance criteria (metrics not specified) | Annual; committee-determined |
| Expense Reimbursement | Up to $10,000 per month for reasonable out-of-pocket expenses | Ongoing per agreement |
Performance Compensation
| Incentive Type | Metric(s) | Weighting | Target | Actual/Payout | Vesting |
|---|---|---|---|---|---|
| RSUs (Contemplated) | Not specified; award value $1,000,000 | Not disclosed | $1,000,000 award (grant contingent on share availability) | Not yet granted as of March 31, 2023 | Pro rata vesting over 12 consecutive calendar quarters post-grant; accelerated on certain terminations/change in control |
| Annual Bonus | Committee-determined performance criteria (not disclosed); minimum $50,000 | Not disclosed | Minimum $50,000 | Cash and/or restricted stock; timing annual | Paid annually (committee discretion) |
Note: Company-level incentives for other NEOs emphasized revenue milestones and stock awards fully vested at grant upon reaching revenue targets (Hayes/Wool 2024), indicating revenue-centric pay architecture at the firm level .
Equity Ownership & Alignment
| Record Date | Shares Beneficially Owned | Ownership % of Common | Notes |
|---|---|---|---|
| Oct 13, 2025 | 468,338 | 2.93% | Based on 15,998,027 shares outstanding |
| Record Date (Mar 2025 proxy) | 468,338 | 3.25% | Based on 14,394,927 shares outstanding |
- Insider trading policy: Short sales are prohibited; trading during blackout periods restricted; preclearance required for all director/executive transactions, including pledges and hedges; 10b5-1 plans permitted under counsel review .
- Section 16(a) compliance: Company reported timely filings for 2024 with one late Form 3 unrelated to Devall .
Employment Terms
- Agreement Term: Five-year term from July 1, 2022 with automatic one-year extensions unless non-renewal notice is given .
- Severance/Termination:
- Death/Disability: 12 months base salary (lump sum), 12 months COBRA at employee cost level, pro-rated bonus/other earned payments .
- Non-renewal by Company, Good Reason resignation, Company termination without cause, or change in control resignation: Same severance as above; if Good Reason or without cause, immediate vesting of all equity grants .
- Change-of-Control: Immediate vesting of equity upon Good Reason or without cause termination; resignation upon change in control included in severance coverage .
- Clawbacks: Annual bonuses and stock-based compensation subject to clawback per agreement .
- Non-compete/Non-solicit: Not specifically disclosed for Devall in available filings; confidentiality customary .
Investment Implications
- Alignment: Devall’s ~2.93% stake supports skin-in-the-game alignment for a microcap, though RSU award grant status remains pending; if granted, 12-quarter vesting could introduce periodic selling pressure and alignment to long-term equity value .
- Pay structure: Guaranteed components (base escalator and minimum bonus) plus contemplated sizable equity grant indicate mixed risk profile; company-wide incentives have emphasized revenue milestones for NEOs, not net income, consistent with pay-versus-performance commentary that compensation is not aligned to net loss metrics .
- Retention and control: Severance of 12 months base salary with accelerated vesting for Good Reason/without cause and coverage in change-in-control events reduces departure friction but may increase cost in transitions; equity acceleration elevates M&A-related dilution risk .
- Trading risk controls: Strict preclearance and short-sale prohibitions lower hedging/pledging-related misalignment; absence of disclosed pledging by Devall reduces collateral risk, though any pledge would require preclearance .