Robert Dickey
About Robert Dickey
Robert Dickey IV, age 70, has served as Chief Financial Officer of Vyome Holdings, Inc. (ticker HIND) since August 2025, following the company’s merger and renaming on August 15, 2025 . He brings 25+ years as a CFO and other C-level/Board roles across public and private life sciences and medical device companies, preceded by 18 years in investment banking (primarily at Lehman Brothers) spanning M&A and capital markets; he holds an MBA from The Wharton School and an AB from Princeton University . Tenure performance metrics (TSR, revenue, EBITDA) are not yet disclosed for his period of service .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Lehman Brothers | Investment banking (M&A and capital markets) | 18 years | Executed financings, M&A and partnering/licensing transactions; built expertise across corporate lifecycle stages |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Foresite Advisors | Founder & Managing Director | Since 2020 | Strategic CFO advisory, financial analysis, fundraising and M&A support for life sciences companies |
| Cell One Partners | Leadership Team member | Since 2018 | Consulting for cell and gene therapy companies |
| AngioGenex | Director | Current | Governance and industry expertise to oncology platform company |
| SFA Therapeutics | Director | Current | Governance and strategic guidance to immunology-focused biotech |
| GSNO Therapeutics | Director | Current | Governance and strategic guidance to nitric-oxide focused therapeutics |
Fixed Compensation
| Year | Role | Base Cash | Payment Structure | Notes |
|---|---|---|---|---|
| 2025 | Chief Financial Officer | Up to $15,000 per calendar month | Prorated for partial months | Agreement dated Aug 4, 2025; can be terminated by either party (see Employment Terms) |
Performance Compensation
- No target bonus %, actual bonus, equity grants (RSUs/PSUs/options) or performance metric weightings/payouts specific to Mr. Dickey are disclosed in the 2025 proxy; awards under the 2025 Equity Incentive Plan are to be determined by the Compensation Committee over time .
Equity Ownership & Alignment
| Item | Value |
|---|---|
| Shares beneficially owned | 762 (less than 1%) |
| Ownership as % of shares outstanding | <1% |
| Vested vs. unvested equity | Not disclosed |
| Options (exercisable/unexercisable) | Not disclosed |
| Pledging/hedging | Company policy prohibits pledging and margin accounts; hedging requires pre-clearance |
| Stock ownership guidelines | Not disclosed |
Employment Terms
| Term | Details |
|---|---|
| Start date | August 4, 2025 (agreement signed) |
| Contract type | CFO appointment agreement; monthly cash compensation up to $15,000 |
| Termination – for cause | Either party may terminate; 15 days prior written notice for cause (as defined) |
| Termination – without cause | Either party may terminate; 30 days prior written notice; no severance |
| Severance | None upon termination |
| Change-of-control (Plan-level) | Single-trigger acceleration: all options/SARs become immediately exercisable; RS/RSUs fully vest; performance awards deemed achieved at 100% of target; Committee may cash out/cancel awards at its discretion |
| Clawback | Company may cancel/recoup equity or compensation per Clawback Policy and applicable listing rules |
| Anti-hedging/anti-pledging | Hedging requires Board pre-clearance; pledging and margin accounts prohibited |
Compensation Structure Analysis
- Shift to “pay-as-you-go” cash: The CFO agreement provides monthly cash (up to $15,000) and no severance; no disclosed performance-based cash or equity at appointment, indicating a conservative, cash-light structure pending future grants under the new plan .
- Plan-level change-of-control acceleration: Single-trigger vesting and target-level payout for performance awards could reduce retention “handcuffs” in an M&A scenario, but individual award terms for the CFO are not disclosed .
- Clawback and anti-pledging: The plan and trading policy include clawback provisions and prohibit pledging/margin accounts, improving alignment and risk controls .
Say-on-Pay & Shareholder Feedback
- 2025 say-on-pay passed: Votes For 3,945,592; Against 11,052; Abstained 772; Broker Non-Votes 301,440 .
- Equity plan approved: 2025 Equity Incentive Plan adopted by shareholders (Votes For 3,766,413; Against 184,403; Abstained 6,600; Broker Non-Votes 301,440) .
Company Context
- Merger and renaming: On August 15, 2025, ReShape Lifesciences Inc. completed its merger with Vyome Therapeutics, Inc.; renamed to Vyome Holdings, Inc.; Board composition updated per merger agreement .
Risk Indicators & Red Flags
- Pledging/hedging: Prohibited, reducing alignment risk related to collateralized or hedged positions .
- Severance/tax gross-ups: No severance disclosed for CFO; no tax gross-ups disclosed .
- Option repricing: Plan incorporates adjustment provisions but does not indicate repricing; material changes would require Board/shareholder processes .
Investment Implications
- Alignment: Personal ownership is minimal (762 shares, <1%), and no initial equity award disclosure suggests limited short-term “skin-in-the-game” until the Compensation Committee grants awards under the newly approved plan .
- Retention and exit economics: No severance and simple termination mechanics lower exit costs; single-trigger plan acceleration could influence behavior/retention around strategic transactions if awards are granted later .
- Governance signals: Strong shareholder support for say-on-pay and equity plan provides flexibility to align future CFO incentives with performance metrics, while clawback and anti-pledging policies mitigate governance risk .