Yongcheng Yang
About Yongcheng Yang
Yongcheng Yang is Chief Financial Officer of Enlightify Inc. (ENFY) and a Named Executive Officer; he has served as CFO since December 19, 2017 under an employment agreement that auto-renews annually . He is the principal financial and accounting officer, evidenced by signature lines on recent SEC filings (e.g., the company’s July 10, 2025 Form 10-Q) . Education, age, and specific prior biography are not disclosed in the latest proxy . The proxy does not disclose company TSR, revenue or EBITDA growth tied to his compensation; his bonus is discretionary rather than formula-based .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Enlightify Inc. | Chief Financial Officer | 2017–Present | Principal financial and accounting officer; signer of periodic SEC reports |
External Roles
- Not disclosed in the latest DEF 14A .
Fixed Compensation
Multi-year cash compensation for Yongcheng Yang:
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $180,000 | $180,000 |
| Bonus Paid ($) | $50,400 | $50,400 |
| Stock Awards ($) | $0 (no grant reported) | $0 (no grant reported) |
| Total ($) | $230,400 | $230,400 |
Notes:
- Bonus is discretionary at the Board’s discretion; no disclosed target % for Mr. Yang .
- Company states there were no grants of plan-based awards to Named Executive Officers in FY 2024 .
Performance Compensation
- Equity awards and performance-linked grants: None outstanding at FY 2024; no vesting or option exercises reported for Mr. Yang .
- Annual cash bonus: Discretionary; no disclosed performance metrics, weights, or targets for calculation .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (shares) | Not individually disclosed for Mr. Yang in the “Security Ownership” table of the proxy . |
| Options/RSUs Outstanding at FY-end | None . |
| Vested vs. Unvested Breakdown | Not applicable; no outstanding awards . |
| Pledging of Shares | No pledging disclosed for Mr. Yang; the proxy does not list him among holders with pledged shares . |
| Hedging Policy | Company insider trading policy prohibits hedging, options, short sales while in possession of MNPI; exceptions for non-market exercises are specified . |
| Ownership Guidelines | Not disclosed . |
Employment Terms
| Term | Provision |
|---|---|
| Start Date | December 19, 2017 (Employment Agreement effective date) |
| Role | Chief Financial Officer |
| Contract Term | One-year term; auto-renews unless either party gives 60-day notice prior to end of term |
| Base Salary | $180,000 per year |
| Bonus | Eligible for yearly bonus at Board’s discretion (no formula/targets disclosed) |
| Termination (without cause) | Either party can terminate on 30 days’ written notice; company may terminate immediately and substitute 30 days’ salary in lieu of notice |
| Termination (for cause/breach) | Immediate termination without notice and without further payments |
| Equity Award Treatment | Unvested restricted stock forfeited upon termination or failure to meet performance targets |
| Change-in-Control | Plan-level terms provide immediate vesting of unvested portions of awards and potential cash-out provisions; applicability limited for Mr. Yang due to no outstanding awards at FY 2024 |
Compensation Structure Analysis
- Year-over-year mix unchanged: 100% cash compensation (salary + discretionary bonus), no equity awards in FY 2023–2024; pay-for-performance linkage limited due to lack of disclosed metrics and absence of equity grants .
- Equity program capacity: The Board seeks to increase the 2023 Equity Incentive Plan share reserve from 2.7M to 5.7M; as of April 29, 2025, all 2.7M shares were already issued, leaving no current capacity without approval. Future equity issuance could reintroduce long-term incentives and vesting hooks for executives .
Governance and Process
- Compensation Committee oversees executive pay; it references peer practices in agriculture/feed/fertilizer with revenues between half to double the Company’s for benchmarking, though specific peer names and target percentiles are not disclosed .
- Insider trading compliance policy and Code of Ethics are established; Section 16(a) reporting compliance is affirmed for executives and directors for the referenced period .
Risk Indicators & Red Flags
- Minimal severance economics: At-will-style termination with 30 days’ notice or salary in lieu; no multi-year guaranteed severance multiples or golden parachutes disclosed for Mr. Yang .
- No equity overhang or forced selling from vesting: No outstanding awards or options as of FY 2024 .
- Hedging/short sales prohibited by policy; no disclosures of pledging or related-party transactions involving Mr. Yang .
- Legal proceedings: None disclosed for executive officers including Mr. Yang over the last 10 years .
Investment Implications
- Alignment: With compensation wholly cash-based and a discretionary bonus, Mr. Yang’s pay shows limited direct linkage to measurable performance metrics; lack of equity exposure constrains “skin-in-the-game” alignment and reduces insider selling pressure from vesting schedules .
- Retention: Auto-renewing one-year contract and minimal severance could increase flexibility but provide limited retention hooks; if future plan amendments expand equity capacity, adding RSUs/PSUs with longer vesting could improve retention and alignment .
- Change-of-control: Plan-level accelerated vesting exists, but with no outstanding awards for Mr. Yang at FY 2024, realized economics would be minimal absent new grants .
- Governance: Compensation decisions are committee-driven with general benchmarking guidance; absence of disclosed performance metrics or peer target percentiles limits external assessment of pay-for-performance rigor .