Weiting 'Cathy' Feng
About Weiting 'Cathy' Feng
Weiting “Cathy” Feng is GMGI’s Chief Operating Officer (COO), age 42, appointed COO in April 2021 after serving as CFO from February 2016 to April 2021, and again as CFO from September 9, 2024 to March 25, 2025; she also served as a director from February 2016 to March 25, 2025 . She holds a B.S. from Fundan University (Shanghai) and a Master of Commerce from the University of Sydney . Company pay-versus-performance data show cumulative TSR value of a $100 initial investment of $30.84 in 2024 (vs. $37.54 in 2023), and net income shifted from $13.9M in 2023 to a $(1.41)M loss in 2024 . GMGI states it does not traditionally take TSR into account in pay decisions and historically has not used net income as a compensation performance measure .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| GMGI | Chief Financial Officer | Feb 2016–Apr 2021 | Led financial reporting, SEC/FINRA compliance, budgeting; implemented enterprise-wide financial systems and analytics . |
| GMGI | Chief Operating Officer | Apr 2021–present | Oversees global operations; alignment across functions; efficiency, compliance, and cost optimization across jurisdictions . |
| GMGI | Chief Financial Officer (interim) | Sep 9, 2024–Mar 25, 2025 | Resumed CFO duties during transition prior to appointment of new CFO . |
| GMGI | Director | Feb 2016–Mar 25, 2025 | Board service coincident with executive roles; stepped down in 2025 . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Etrader Enterprise Pty Ltd | Director | Jan 2014–present | Australian technology consulting; external leadership experience . |
| Elray Resources Inc. (OTC PINK: ELRA) | Director; Treasurer | Apr 2015–present | Board governance; disclosure of prior Elray SEC matter (order against Elray, not implicating Feng) . |
Fixed Compensation
- Base salary schedule (contractual):
- $132,000 originally; increased 10% to $145,200 effective Sep 1, 2023; increased to $216,000 on Jun 18, 2024; increased 10% to $237,600 effective Sep 1, 2025 .
| Metric | FY 2023 | Stub 2023 (Nov–Dec) | FY 2024 |
|---|---|---|---|
| Salary ($) | 134,200 | 24,200 | 186,500 |
| Stock Awards ($) | — | — | — |
| All Other Compensation ($) | 14,322 | 2,662 | 21,055 |
| Total ($) | 148,522 | 26,862 | 207,555 |
Key policy elements:
- Clawback policy adopted Sep 22, 2023 per SEC Rule 10D-1 and Nasdaq 5608; mandatory recovery from current/former executive officers in restatement scenarios (3-year lookback) .
- Anti-hedging: prohibits derivatives/short sales; other hedging strongly discouraged .
- Pledging/margin: prohibited unless clear financial capacity to repay without resort to pledged securities .
- No stock ownership guideline policy currently in place .
- Rule 10b5‑1 trading plans permitted and encouraged .
Performance Compensation
GMGI discloses it does not traditionally take TSR into account in determining executive compensation; pay-versus-performance exhibits show limited correlation between compensation actually paid and TSR .
| Award Type | Granted Number | Performance Metrics | Vesting Trigger | Vesting Status | Market/Payout Reference |
|---|---|---|---|---|---|
| RSUs (2024 performance award) | 125,000 | Company revenue and Adjusted EBITDA targets (2024) | Vests upon meeting revenue and Adjusted EBITDA and disclosure in 10‑K; service through vest date | Revenue and Adjusted EBITDA goals met; RSUs vested subsequent to Dec 31, 2024 | Market value at 12/31/24: $247,500 (125,000 × $1.98) |
Equity Ownership & Alignment
| Ownership Metric | Value | As-of Date |
|---|---|---|
| Common shares beneficially owned | 2,816,231 | Sep 15, 2025 |
| % of common shares outstanding | 2.0% | Sep 15, 2025 |
| Total voting shares (including preferred votes) | 2,816,231 | Sep 15, 2025 |
| % of total voting shares | 1.8% | Sep 15, 2025 |
| RSUs outstanding at FYE 2024 | 125,000 (vested after 12/31/24 per performance) | Dec 31, 2024 |
| Options outstanding at FYE 2024 | None | Dec 31, 2024 |
Alignment policies:
- Anti-hedging and pledge restrictions (policy-level) .
- No executive stock ownership guidelines (policy-level) .
Related party/Conflicts:
- Concurrent roles at Elray Resources and Etrader Enterprise; company addresses potential conflicts via board/legal review processes .
Employment Terms
- Agreement dates: original Oct 26, 2020; amended and restated Sep 16, 2022; First Amendment Jun 18, 2024; Second Amendment Mar 20, 2025 .
- Role coverage: COO; permitted to continue services to Elray Resources, Etrader Enterprise Pty Ltd, and Articulate Pty Ltd .
- Base salary progression: $132,000; $145,200 from Sep 1, 2023; $216,000 from Jun 18, 2024; $237,600 from Sep 1, 2025 .
- Severance (non‑CoC): upon termination by company other than “cause” or by executive for “good reason”:
- Lump sum equal to 6 months of then-current annual base salary; plus any unpaid prior-year bonus and pro rata targeted bonus for year of termination; immediate vesting of unvested equity awards (including RSUs); stock options exercisable up to the earlier of 1 year post-termination or original expiry .
- Change-of-Control economics:
- 3.0× the sum of current annual base salary and the most recent bonus; accelerated vesting of all equity awards whether or not retained post-CoC; options exercisable up to the earlier of 1 year post-termination or original expiry, if CoC termination occurs within 12 months following (or in anticipation within 6 months before) a CoC .
- Clawback: incentive compensation subject to recovery per company policy and applicable law .
- Anti-hedging/pledging applies company-wide .
Investment Implications
- Pay-for-performance signals: RSUs tied to 2024 revenue and Adjusted EBITDA fully vested after objectives met, supporting alignment with operational KPIs; however, GMGI explicitly does not use TSR as a pay metric, diluting direct alignment with shareholder returns .
- Retention risk: Fixed pay increases are regular but modest; severance at 6 months (non‑CoC) is lower than CEO/selected peers’ 18 months, which may elevate near-term voluntary attrition risk amid post‑Meridian integration; change‑of‑control terms at 3× salary+bonus provide significant protection if strategic events occur .
- Insider selling pressure: 2024 RSU vesting increased deliverable shares; company’s anti-hedging and pledge restrictions reduce forced-selling risk from margin/derivatives, though no personal pledging disclosure is provided; Rule 10b5‑1 plans are encouraged, potentially smoothing future sales .
- Alignment and governance: Beneficial ownership at ~2% of common and ~1.8% of total voting shares gives meaningful skin‑in‑the‑game; absence of ownership guidelines is a governance gap vs. best practice; concurrent external roles are disclosed with conflict management processes, but require continued oversight .
- Execution background: Multi-year COO/CFO track with cross-jurisdiction operational leadership during reverse merger and fiscal changeover; 2024 saw net income decline vs. 2023, indicating execution challenges amid integration and capital structure dynamics that compensation metrics (revenue/AEBITDA) may not fully capture .