Parham Medhat
About Parham Medhat
Parham Medhat, age 51, was appointed Executive Vice President and Chief Operations Officer of First Foundation Bank (FFB) on October 20, 2025, with an employment agreement effective October 21, 2025 . He holds a BA in Cognitive Science from California State University, Long Beach and an MA in Technology-Based Education from California State University, Dominguez Hills . Tenure begins with a fixed term through December 31, 2027 . Company performance metrics such as TSR, revenue growth, and EBITDA growth tied specifically to his compensation are not individually disclosed in his agreement; annual bonus metrics are set by the Board/Compensation Committee and may change over time .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Nano Banc | Executive Vice President & Chief Operating Officer | 2024–2025 | Oversaw treasury management, deposit operations, IT, facilities, and project management; led operational transformation and efficiency gains |
| Luther Burbank Savings | Chief Operating & Technology Officer | 2019–2024 | Led system integrations, operational realignments, and regulatory initiatives to drive efficiency |
| CTBC Bank USA | Chief Operating Officer | 2014–2019 | Led operational transformation, technology integration, and regulatory compliance initiatives |
| Opus Bank | Senior executive roles (operations/technology) | Prior to 2014 | Led system integrations and operational realignments; enhanced performance and client experience |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No public company board roles or external directorships disclosed in filings |
Fixed Compensation
| Component | Terms | 2025 Detail |
|---|---|---|
| Base Salary | Annual base salary | $400,000 |
| Signing Bonus | One-time, subject to 24-month pro rata clawback if resigns without Good Reason or terminated for Cause | $100,000 |
| Benefits | Eligible for executive benefit programs (retirement, equity incentive plans, stock purchase, medical, life, disability, expense reimbursement, vacation) | Standard executive eligibility; plans at Company discretion |
| Indemnification | Company’s standard director and officer indemnification agreement | Executed; form attached as Exhibit 10.3 |
Performance Compensation
| Metric | Weighting | Target Opportunity | Actual/Payout | Vesting |
|---|---|---|---|---|
| Annual incentive bonus (metrics set by Board/Comp Committee) | 50% cash; 50% RSUs under current program | Up to 75% of base (maximum) | Not yet disclosed for Medhat (new hire) | RSU portion may be subject to additional time and/or performance vesting as determined by Board/Comp Committee |
Notes:
- No separate performance share units (PSUs) or option grants are disclosed at appointment for Medhat; any equity would arise via the RSU component of the annual bonus program or future grants .
- Bonus program itself is discretionary and may be modified by the Board/Comp Committee .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (shares) | Not disclosed at appointment; no Form 4 ownership data referenced in filings provided |
| RSUs/PSUs at Hire | None disclosed separate from bonus program; RSUs may be awarded as part of annual bonus |
| Stock Options | None disclosed |
| Pledging/Hedging | No pledging disclosed; agreement includes clawback and banking-law compliance restrictions |
| Ownership Guidelines | Not disclosed for Medhat specifically |
| Clawback | Company may claw back payments based on materially inaccurate or fraudulent performance metrics, or certain regulatory offenses (12 C.F.R. 359.4(a)(4)); offsets permitted |
Employment Terms
| Term | Provision | Detail |
|---|---|---|
| Role/Capacity | EVP & Chief Operations Officer | Oversees enterprise operations including central operations, wire services, IT, loan operations, and operational projects |
| Start/Term | Effective Date; Contract Term | Effective October 21, 2025; term through December 31, 2027 |
| Severance (No Cause / Good Reason) | Multiple of base salary | Lump sum equal to lesser of 12 months’ base salary or remainder of contract term; paid in installments post 60-day release period |
| Death Benefit | Lump sum | 100% of base annual salary (net of life insurance proceeds) |
| Good Reason (summary) | Triggers | Material reduction in authority/duties; material salary reduction (subject to exceptions); relocation >30 miles (non-HQ); uncured material breach; notice and cure periods apply |
| Cause (summary) | Triggers | Gross negligence, willful misconduct, fraud, legal/regulatory violations, felony/misdemeanor involving dishonesty, failure to perform after notice/cure, material breach, policy violations, or certain regulatory orders |
| Non-Compete | During employment | No competition during employment term |
| Non-Solicit (employees) | Post-termination | 18 months post-termination |
| Non-Interference (clients/customers) | Post-termination | 18 months; no use of trade secrets/confidential information to solicit/induce changes |
| Confidentiality | Ongoing | Strict confidentiality; compelled-disclosure protocol |
| Arbitration | Binding arbitration; equitable relief carve-out | AAA Employment Dispute Resolution Rules, Orange County, CA; injunctive relief available without bond |
| Banking Law Compliance | Regulatory constraints | Payments subject to 12 U.S.C. §1828(k) and related regulations; may be barred by agency action |
| Clawback/Offset | Governance | Board discretion to claw back based on inaccurate/fraudulent metrics or regulatory offenses; offsets permitted |
Investment Implications
- Alignment: Compensation emphasizes base salary with discretionary annual bonus (50% cash/50% RSUs), but no appointment-linked equity grant; alignment will depend on future RSU awards under the bonus program and any subsequent equity grants . Clawback and regulatory compliance provisions strengthen downside protection for shareholders .
- Retention Risk: A fixed term through 2027 and severance equal to up to 12 months’ base (or remainder of term) mitigate near-term attrition risk; post-termination non-solicit/non-interference covenants reduce client/employee flight risk, though no post-employment non-compete exists .
- Selling Pressure: No initial equity grant or disclosed holdings at appointment suggests limited near-term insider selling pressure related to Medhat; any RSU awards via the annual bonus would introduce standard vesting and potential future Form 4 activity .
- Execution Track Record: Prior roles indicate significant operations and technology integration experience in banking, a positive for FFWM’s efficiency and scalability agenda; quantified performance outcomes are not disclosed, so monitoring subsequent operational KPIs and any bonus RSU awards will be key for assessing pay-for-performance .