Jiawei Wang
About Jiawei (Jerry) Wang
Jiawei Wang, age 35, was appointed President of Faraday Future AI Electric Vehicle Inc. (FFAI) effective March 24, 2025, reporting to Global CEO Matthias Aydt and Founder/CPUO YT Jia . He holds a Bachelor’s degree in Finance from the Central University of Finance and Economics (Beijing), and previously served in capital markets and corporate development roles at FF and LeEco/Le Holdings; he also founded and chairs AIBOT Inc., an AI-driven eVTOL developer . The company does not disclose executive-specific TSR, revenue growth, or EBITDA growth metrics for Wang in proxy materials; he has publicly prioritized securing funding, operational efficiency, and FX program execution (first FX vehicle by end-2025) to drive shareholder value .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Faraday Future | VP, Global Capital Markets | May 2018 – Apr 2022 | Led FF capital markets efforts; helped lead FF IPO in 2021 |
| Faraday Future | Global Head of Capital Markets | Jan 2018 – May 2018 | Built investor network, prepared financing processes |
| Faraday Future | GM, China Capital Markets | Mar 2017 – Jan 2018 | Advanced China investor outreach and funding channels |
| Le Holdings Co. Ltd (LeEco) | Director, Corporate Development | 2015 – 2017 | Corporate development across tech/automotive ecosystem |
| Global Galaxy Inc. | Co‑founder | Sep 2013 – (founding) | Private investment platform formation |
| Knights Investment Group | Private Equity Analyst | Dec 2013 – Feb 2014 | Deal analysis and PE diligence |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| FF Global Partners (FFGP) | Partner and President | Prior to Mar 2025 | Influenced FF governance and capital strategy; FFGP consulting agreement terminated upon Wang’s appointment to mitigate conflicts |
| AIBOT Inc. | Executive Chairman; now Chairman | Sep 2022 – Mar 2025 (Exec Chair); thereafter Chairman | AI-driven eVTOL product development leadership |
Fixed Compensation
| Component | Amount | Terms |
|---|---|---|
| Base salary | $500,000 | Annual; effective with appointment |
| Target annual bonus | Up to $300,000 | Discretionary; Company-determined metrics |
| Signing/Retention bonus | $300,000 | Subject to prorated claw-back if not employed ≥36 months |
Performance Compensation
Time-based RSUs
| Award | Grant date fair value | Vesting | Status |
|---|---|---|---|
| RSUs (time-based) | Up to $1,140,000 | 25% per year on each of first four anniversaries of award date, subject to continued employment | No RSUs shown as granted as of Aug 6, 2025 in DEF 14A historical awards table (0) |
Performance Stock Units (PSUs)
| Metric focus | Weighting | Target value | Vesting | Status |
|---|---|---|---|---|
| Company milestones; personal performance goals | 50% company; 50% personal | Up to $760,000 | Granted upon milestone achievement; vests one‑third annually over 3 years, subject to continued employment | No PSUs shown as granted as of Aug 6, 2025 (0) |
Options
| Award type | Details |
|---|---|
| Stock options | None disclosed for Wang; historical awards table shows 0 options |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (as of Aug 6, 2025) | 0 shares; <1% of class |
| Shares outstanding reference | 147,204,145 Class A shares; 6,667 Class B; plus preferred outstanding on record date |
| Insider transactions | Under a Rule 10b5-1 plan, Wang purchased approximately $25,000 of FF common stock on Aug 25, 2025; plans total $50,000 in purchases (including commissions) |
| Vested vs unvested | No vested/unvested RSUs/PSUs reported for Wang as of Aug 6, 2025 (0) |
| Ownership guidelines | Executives must own at least 2x base salary in stock; 5‑year phase‑in; withholding/retention requirements apply until compliant |
| Compliance status | Covered executives were either compliant or within the 5‑year phase‑in period as of Apr 17, 2025 |
| Pledging/hedging | Company prohibits pledging, margining, short sales and hedging of FF securities |
Employment Terms
- Appointment date and role: Appointed President effective March 24, 2025; reports to Global CEO and Founder/CPUO .
- Contract features: Base salary, target bonus, RSU and PSU awards, and $300k signing/retention bonus with claw-back if tenure <36 months .
- Clawbacks: Equity awards subject to company clawback/recoupment policies under the 2021 Plan and applicable laws (Dodd-Frank) .
- Change-of-control: Board may accelerate vesting or deem performance satisfied under the 2021 Plan at its discretion in a change-of-control scenario .
- Non-compete/Non-solicit/Severance: Not disclosed for Wang; no severance/change-of-control cash multiples disclosed in the 8-K or DEF 14A .
- Related party mitigation: Company terminated FF Global Partners (FFGP) consulting agreement contemporaneous with Wang’s appointment to mitigate potential conflicts .
Compensation Structure Analysis
- Year-over-year mix: For Wang, 2025 compensation emphasizes at-risk equity via RSUs/PSUs alongside fixed cash; actual grants for RSUs/PSUs had not yet appeared in the historical awards table as of Aug 6, 2025 .
- Performance metric rigor: PSUs split 50/50 between company milestones and personal performance goals; vesting only upon milestone achievement suggests performance-contingent equity .
- Clawback and plan flexibility: The 2021 Plan includes clawback provisions and permits acceleration or deemed satisfaction under change-of-control, adding both alignment and discretion .
Risk Indicators & Red Flags
- Related party transactions: Prior leadership role at FF Global Partners (FFGP); positive risk mitigation via termination of FFGP consulting agreement when Wang became President .
- Insider activity: Recent insider stock purchases under 10b5‑1 plan (alignment signal); no selling disclosed for Wang in cited filings .
- Pledging/hedging: Prohibited by policy, reducing alignment risk .
- Say‑on‑pay: As an Emerging Growth Company, FF is not required to conduct say‑on‑pay votes; limits external feedback on pay policies .
Investment Implications
- Alignment: Planned insider purchases and stock ownership guidelines support alignment, though Wang’s beneficial ownership was 0 as of Aug 6, 2025; his subsequent 10b5‑1 purchases begin moving toward guideline compliance over the 5‑year phase‑in .
- Retention risk: The $300k signing/retention bonus with claw-back and multi‑year RSU/PSU vesting schedules create retention hooks; absence of disclosed severance/change‑of‑control cash multiples suggests limited downside protection and potential turnover risk if funding or milestones slip .
- Trading signals: Insider buying by Wang and other leadership under 10b5‑1 plans is a near‑term positive sentiment indicator; monitor Form 4s and additional press/8‑Ks for continued purchases and any award grants under the 2021 Plan .
- Execution focus: Wang’s stated priorities (funding, FX timing, efficiency) are central to value creation; compensation is structured to reward milestone attainment, making delivery against FX and financing milestones pivotal for PSU realization and investor outcomes .