Li Li
Legal Representative and General Manager of Shanghai JiuGe Information Technology Co., Ltd. at FingerMotion
Executive
About Li Li
Li Li is the Legal Representative and General Manager of Shanghai JiuGe Technology Co., Ltd., FingerMotion’s variable interest entity (VIE) in China. She graduated from Nanjing Academy of Engineering and has led operator-centered mobile content and SP services since the early 2000s . FNGR’s proxies identify her as one of the company’s named executive officers (NEOs), with compensation primarily in fixed salary and legacy stock options; the company noted no performance-based incentive metrics for FY2024 and is “actively developing” such programs .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Shanghai ChuangYe Network Technology Co., Ltd. | Vice President | From 2004 | Launched SMS/MMS, WAP and mobile Java games, and HTV e‑magazine via deep cooperation with local operators . |
| Hangzhou JiuYue Information Technology Co., Ltd. | Vice President | From 2007 | Built SP services with operators, including IVR, voice mail, EDI, online data processing and transaction processing . |
Fixed Compensation
| Fiscal Year | Base Salary ($) | Bonus ($) | Stock Awards ($) | Option Awards ($) | Total ($) |
|---|---|---|---|---|---|
| FY2022 | 130,586 | — | — | 113,400 | 243,986 |
| FY2023 | 133,745 | — | — | — | 133,745 |
| FY2024 | 127,645 | — | — | — | 127,645 |
Notes:
- Company disclosed no other executive compensation paid to NEOs in the most recently completed financial years .
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| None disclosed for FY2024; equity awards primarily time-based; management “actively developing” performance-based incentives | — | — | — | — | Options vest over time (see Equity Awards) |
Equity Awards Detail (Grant/Terms/Modification)
| Grant Date | Award Type | # Options | Exercise Price | Expiration | Vesting Schedule | Repricing / Modification |
|---|---|---|---|---|---|---|
| Dec 28, 2021 | Non-qualified stock options | 420,000 | $8.00 at grant | Dec 28, 2026 | 20% at grant; 20% on each of the 1st–4th anniversaries | Exercise price reduced from $8.00 to $3.84 approved at Feb 17, 2023 annual meeting |
Equity Ownership & Alignment
- Anti-hedging and anti-pledging policy: prohibits hedging and pledging of company stock (unless previously approved), reducing alignment risks from collateralized borrowing or derivative hedges .
- Clawback policy: mandatory recovery of erroneously awarded incentive-based compensation for current/former executive officers if a restatement is required (3-year lookback), irrespective of misconduct .
Beneficial Ownership
| As of Date | Shares Owned | Options Exercisable within 60 days | Beneficial Ownership % | Shares Outstanding Reference |
|---|---|---|---|---|
| Jan 30, 2025 | 2,200,000 | 336,000 | 4.4% | 57,141,186 outstanding |
| Jan 8, 2024 | — | — | 4.6% (2,452,000 shares) | 52,545,350 outstanding |
| Dec 28, 2022 | 2,200,000 | 168,000 | — | 46,316,635 outstanding |
Notes:
- 2025 note (7): “2,200,000 shares… and stock options to purchase 336,000 shares… within 60 days” .
- 2023 disclosure provides share and option counts but not an explicit percentage in the cited excerpt .
Options Status by Fiscal Year-End (Vesting/Overhang)
| As of | Exercisable (#) | Unexercisable (#) | Exercise Price | Expiration |
|---|---|---|---|---|
| Feb 28, 2023 | 168,000 | 252,000 | $3.84 (repriced) | Dec 28, 2026 |
| Feb 29, 2024 | 252,000 | 168,000 | $3.84 | Dec 28, 2026 |
Implications for supply/overhang and timing:
- Vesting cadence: 20% at grant (12/28/2021), then 20% on each 12/28/2022, 12/28/2023, 12/28/2024, and 12/28/2025; fully vested by 12/28/2025 . Options expire 12/28/2026, creating a one-year post-full-vesting window .
Employment Terms
| Topic | Disclosure |
|---|---|
| Employment agreement | No employment agreements with NEOs as of Feb 29, 2024 (and as of Feb 28, 2023) . |
| Severance / Change-of-control | Not disclosed; Compensation Committee oversees any employment, severance or change in control agreements for executive officers . |
| Clawback | Policy adopted Nov 17, 2023; mandatory recovery post-restatement, 3-year lookback, regardless of misconduct . |
| Anti-hedging / Anti-pledging | Prohibits hedging and pledging without prior approval . |
| Securities trading policy | Securities Trading and Reporting Guidelines adopted Dec 15, 2021 . |
| Retirement benefits | No pension/SERP benefits disclosed for NEOs . |
| Compensation committee | Independent; responsibilities include comp structure, equity plans, and executive employment/severance oversight . |
Performance Compensation
- No target bonus percentages, performance metrics, or PSU/RSU programs disclosed for Li Li in FY2024 or FY2023; equity awards for NEOs were time-based options; company is developing performance-based incentives .
Governance and Say‑on‑Pay Context
- 2025 Say‑on‑Pay support: 93.40% of votes cast approved NEO compensation, indicating strong shareholder support .
Investment Implications
- Alignment via ownership and incentive mix: Li Li holds a meaningful stake (4.4% beneficial ownership as of Jan 30, 2025), including options that are largely time-based; absence of performance-linked incentives may weaken direct pay-for-performance alignment until new metrics are implemented .
- Option repricing and maturity profile: The 2021 grant was repriced from $8.00 to $3.84 in Feb 2023—a shareholder‑unfriendly modification that reduces strike pressure (red flag); options fully vest by 12/28/2025 and expire 12/28/2026, creating a defined window where exercise/sale decisions could concentrate .
- Retention risk vs flexibility: No employment agreement implies limited contractual severance/change‑of‑control protections, which can increase mobility risk but also avoids entrenchment; anti‑hedge/pledge and clawback policies support governance and reduce misalignment risk .
- Shareholder sentiment: High say‑on‑pay approval (~93%) suggests current pay levels and structures are broadly acceptable to investors despite lack of performance metrics; the committee’s stated intent to add performance‑based incentives will be important to watch for future alignment .