Imran Yousuf
About Imran Yousuf
Imran Yousuf, 33, is Chief Technology Officer at Health In Tech (HIT) since July 2024, with prior leadership roles at risq (Founder/CEO), Airbnb (Engineering Leader, Pricing), Hippo Insurance (Director of Engineering), and StubHub, and graduate credentials in MBA (UIUC, 2018) and MS Computer Science (Georgia Tech, 2020), plus four Bachelor’s degrees from UC Berkeley (2016) . Company revenues increased from $4.9M in Q4 2024 to $9.3M in Q2 2025 before moderating to $8.5M in Q3 2025, a context for technology execution under his tenure . EBITDA was not disclosed in recent quarters.
| Metric | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|
| Revenues ($USD) | $4,904,564 | $8,014,984 | $9,313,849 | $8,490,093 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| risq | Founder & CEO | Aug 2023–Jul 2024 | Built and led an engineering-centric fintech/insurtech venture pre-HIT |
| Airbnb, Inc. | Engineering Leader, Pricing | Mar 2023–Aug 2023 | Led pricing engineering initiatives; exposure to marketplace optimization |
| Hippo Insurance Services | Director of Engineering | Nov 2020–Aug 2023 | Directed engineering in insurtech; scaled platform capabilities |
| StubHub | Engineering Leader | May 2015–Feb 2020 | Led engineering in e-commerce ticketing; large-scale systems experience |
External Roles
- No public company board roles disclosed for Yousuf in the proxy; he is not listed as a director .
Fixed Compensation
| Item | 2024 | Contract Terms |
|---|---|---|
| Base Salary | $119,898 (paid in 2024) | $280,000 annual base salary per employment agreement dated July 16, 2024 |
| Bonus | $11,500 (cash bonus paid for 2024) | Discretionary/performance bonus eligibility; target % not disclosed |
| Other Cash | Not disclosed | Standard benefits eligibility (health, life, disability) |
Performance Compensation
Milestone-based RSAs (Aug 2025)
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Program 1 launch | Not disclosed | “Successfully launched and fully operational in the marketplace” | Not disclosed | 3,500 RSAs | 50% vests in equal monthly installments over 12 months from Program 1 launch; remaining 50% vests monthly over 12 months from Program 2 launch |
| Program 2 launch | Not disclosed | “Successfully launched and fully operational in the marketplace” | Not disclosed | 3,500 RSAs | Same schedule as above; contingent on Program 2 launch |
Time-based grants (Aug 2024; outstanding at 12/31/2024)
| Award Type | Grant Date | Quantity | Strike/Value | Expiration | Vesting |
|---|---|---|---|---|---|
| Stock Options (unexercisable) | Aug 6, 2024 | 100,000 | $1.80 strike | Aug 6, 2029 | Service-based vesting post-IPO |
| Restricted Stock (unvested) | Aug 6, 2024 | 100,000 | $1.80 fair value per share | N/A | Service-based vesting since IPO |
2024 Compensation Mix
| Component | Amount | Notes |
|---|---|---|
| Salary | $119,898 | Prorated first year |
| Bonus (Cash) | $11,500 | Discretionary |
| Stock Awards | $180,000 | RS grant fair value |
| Option Awards | $180,000 | Option grant fair value |
| Total | $491,398 | First year at HIT |
Clawback policy adopted; company may recoup excess incentive compensation after an accounting restatement under Section 10D/Nasdaq rules .
Equity Ownership & Alignment
| Item | Value |
|---|---|
| Beneficial Ownership (Class A) | 207,000 shares; <1% of Class A |
| Options | 100,000 unexercisable at $1.80 strike (exp. 8/6/2029) |
| Unvested RS | 100,000 shares at $1.80 fair value (service-based) |
| Additional RSAs (2025) | 7,000 shares contingent on Program 1/2 launches |
| Stock Ownership Guidelines | Not disclosed |
| Pledging/Hedging Policy | Prohibits short sales and trading in derivatives; prohibits margining but notes carve‑out permitting use of company securities as collateral to securitize a bona fide loan; Rule 10b5‑1 plans permitted; pre‑clearance required for Section 16 persons |
Employment Terms
| Term | Detail |
|---|---|
| Role/Start | CTO; employment agreement dated July 16, 2024; CTO since July 2024 |
| Term/Status | At-will |
| Base Salary | $280,000 per annum |
| Bonus Eligibility | Discretionary/performance-based; details in addenda not disclosed |
| Equity Eligibility | Eligible under 2022/2024 Equity Incentive Plans |
| Restrictive Covenants | Non-compete and non-solicit provisions apply during employment and for two years thereafter (terms substantially the same as CEO’s agreement) |
| Indemnification | Executive indemnification agreements entered December 2024 |
| Change-of-Control Treatment | Compensation committee may accelerate vesting, cash out, or adjust awards at/around change in control; awards can be assumed or terminated per 2024 Plan |
| Trading Windows/10b5‑1 | 10b5‑1 plans permitted; pre-clearance required; insider trading policy defines MNPI and trading restrictions |
Performance Compensation Table (Detail)
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Service tenure (2024 RS grant) | N/A | Service duration since IPO | Ongoing | 100,000 RS; $1.80/share fair value | Time-based service vesting |
| Service tenure (2024 options) | N/A | Service duration post-IPO | Ongoing | 100,000 options; $1.80 strike; exp. 8/6/2029 | Time-based vesting; currently unexercisable |
| Program 1 operational launch | N/A | Program launch and full operation | Not disclosed | 3,500 RS | 50% monthly over 12 months from Program 1 launch |
| Program 2 operational launch | N/A | Program launch and full operation | Not disclosed | 3,500 RS | 50% monthly over 12 months from Program 2 launch |
Investment Implications
- Alignment vs. performance: 2024 awards are primarily time-based (RS/options), which align tenure but offer limited direct linkage to financial KPIs; Aug 2025 RSAs add operational milestone-based vesting tied to program execution, improving pay-for-performance signals .
- Retention risk and selling pressure: Unvested blocks (100k RS; unexercisable 100k options) plus milestone RSAs can create future vesting events; pre-clearance and 10b5‑1 availability moderate trading risk, but permitted collateral pledging for bona fide loans is a governance caution (potential misalignment if used) .
- Ownership and skin-in-the-game: Beneficial ownership is 207k Class A shares (<1%), meaningful for a microcap but modest versus top executives; no ownership guideline or compliance disclosure reduces formal alignment visibility .
- Contract economics: At-will employment with 2‑year non‑compete/non‑solicit improves retention leverage; change‑of‑control provisions allow acceleration/cash-out, implying potential windfalls on a transaction (important for event-driven trading) .
- Execution track record: Multi-platform engineering leadership (Hippo/Airbnb/StubHub) and founding risq support capability to deliver program launches; recent revenue trajectory provides context for technology-driven execution, though EBITDA not disclosed hampers profitability assessment .
Key monitoring: Program 1/2 launch milestones (triggers RS vesting), any Form 4 sales linked to vesting/10b5‑1 plans, adoption of pledging arrangements, and compensation committee changes to metrics or vesting terms .