Brett Hale
Chief Administrative Officer, Chief Financial Officer, Treasurer and Corporate Secretary at Hyperfine
Executive
About Brett Hale
Brett Hale (age 51) serves as Chief Administrative Officer (Feb 2023), Chief Financial Officer (Mar 2023), and Chief Compliance Officer, Treasurer and Corporate Secretary (Apr 2023) at Hyperfine, Inc. He holds a B.S. in Accounting and an MBA from Indiana University and was a CPA, with 25+ years in finance—20+ in medtech . Notable execution during his tenure includes Q3 2025 revenue of $3.4M (+27% seq) and a record gross margin near 54%, alongside an October 2025 equity raise of >$20M that extended runway into 2H 2027 . His incentive design centers on a 50% target bonus and significant equity with multi‑year vesting, aligning pay to operational progress and long‑term value creation .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Bigfoot Biomedical (acquired by Abbott) | Chief Financial Officer | Sep 2017 – Feb 2023 | Led finance at digital insulin decision support company through strategic transition to acquisition by Abbott . |
| Cardiokinetix | Chief Financial Officer | 2013 – 2017 | CFO of medtech venture focused on heart failure; scaling and capital stewardship in R&D-heavy environment . |
| Concentric Medical (acquired by Stryker) | Chief Financial Officer | 2010 – 2012 | CFO through 2011 acquisition by Stryker; transaction experience and integration exposure . |
| Guidant; PwC | Finance/Assurance roles | Early career | Strategic planning, sales finance, FP&A, internal audit (Guidant), and Assurance Manager (PwC) . |
External Roles
- No public company directorships or committee roles for Hale are disclosed in the proxy; only officer roles at Hyperfine are listed .
Fixed Compensation
Current Pay Elements
| Item | Details |
|---|---|
| 2025 Base Salary Rate | $451,860 effective Mar 16, 2025 . |
| Target Annual Bonus | 50% of base salary . |
| Sign‑on Bonus | $100,000 paid in two $50,000 tranches (Mar & Aug 2023); clawback if voluntary resignation/for‑cause termination within 18 months . |
Summary Compensation (Brett Hale)
| Year | Salary ($) | Sign‑on/Bonus ($) | Option Award Grant-Date FV ($) | Non‑Equity Incentive Plan Comp ($) | Total ($) |
|---|---|---|---|---|---|
| 2024 | $438,846 | — | $500,000 | $114,470 | $1,053,316 |
| 2023 | $367,788 (prorated) | $100,000 | $1,230,000 | $112,479 | $1,810,267 |
Performance Compensation
Annual Cash Bonus Mechanics and Outcomes
| Year | Metric Framework | Target (% of Salary) | Actual Payout ($) | Notes |
|---|---|---|---|---|
| 2023 | Annual financial and operating performance metrics (specific metrics/weights not disclosed) | 50% | $112,479 | Approved by comp committee (for NEOs other than CEO) . |
| 2024 | Annual financial and operating performance metrics (specific metrics/weights not disclosed) | 50% | $114,470 | — |
Equity Awards and Vesting Schedules
| Grant Date | Type | Shares | Exercise Price | Vesting Terms | Expiration |
|---|---|---|---|---|---|
| Feb 13, 2023 | Stock Options (inducement) | 1,000,000 | $1.23 | 25% vests at mid‑point of the calendar quarter including first anniversary (Feb 13, 2024); remainder 2.083% monthly thereafter, subject to service | Feb 13, 2033 |
| Mar 28, 2024 | Stock Options | 500,000 | $1.00 | Time‑based (vesting schedule not itemized in proxy table) | Mar 28, 2034 |
| Mar 31, 2025 | RSUs | 300,000 | — | 25% on Mar 23, 2026; remainder in equal quarterly installments over the next three years, subject to service | — |
Equity Ownership & Alignment
Beneficial Ownership (as of Mar 31, 2025)
| Holder | Class A Shares Beneficially Owned | % of Class A | Nature |
|---|---|---|---|
| Brett Hale | 708,333 | 1.1% | Consists of options exercisable within 60 days (no Class B) . |
Vested vs. Unvested (as of Dec 31, 2024)
| Security | Exercisable | Unexercisable | Exercise Price | Expiration |
|---|---|---|---|---|
| Options (Grant 2/13/2023) | 458,333 | 541,667 | $1.23 | 2/13/2033 |
| Options (Grant 3/28/2024) | — | 500,000 | $1.00 | 3/28/2034 |
- Hedging and pledging: Insider Trading Policy generally prohibits hedging transactions and prohibits borrowing or other arrangements involving non‑recourse pledge of company shares .
- 10b5‑1 plans: No officer or director adopted, modified, or terminated Rule 10b5‑1 or non‑Rule 10b5‑1 trading arrangements during Q3 2025 .
Employment Terms
| Topic | Key Terms |
|---|---|
| Start/Role Tenure | CAO since Feb 2023; CFO since Mar 2023; added CCO, Treasurer, Corporate Secretary in Apr 2023 . |
| Offer Letter | Initial base $425,000; increased to $443,000 effective Mar 17, 2024 and to $451,860 effective Mar 16, 2025; target bonus 50% of salary; $100,000 sign‑on bonus with 18‑month clawback; 1,000,000‑share option inducement grant with 1‑year cliff then monthly vesting . |
| Severance (non‑CIC) | Salary continuation equal to 0.5x base salary (Normal Multiplier) and company contribution toward COBRA during the severance period; release required . |
| Change‑in‑Control (CIC) | Lump sum equal to 0.5x (base salary + target bonus) (CIC Multiplier), company contribution toward COBRA for 6 months, and full acceleration of all unvested equity on qualifying termination; release required . |
| Multipliers | Exhibit A (Severance Plan): Tom Teisseyre and Brett Hale: Normal Multiplier 0.5x; CIC Multiplier 0.5x . |
| Conditions/Restrictive Covenants | Benefits conditioned on compliance with confidentiality and any applicable non‑competition/non‑solicitation obligations in existing agreements; violation ceases benefits with recourse . |
| 280G | Modified 280G cutback if applicable . |
Investment Implications
- Pay‑for‑performance and alignment: Hale’s package emphasizes at‑risk pay via options and RSUs, with a 50% target cash bonus tied to annual operating metrics; anti‑hedging/pledging rules reinforce alignment .
- Vesting and potential selling pressure: Ongoing monthly vesting from the 1,000,000‑share inducement grant and a 500,000‑share 2024 option, plus a 300,000‑share 2025 RSU grant, create periodic vest events that can drive administrative sell‑to‑cover flows; however, there were no 10b5‑1 plan adoptions/modifications/terminations in Q3 2025 .
- Retention and CIC economics: Severance economics are relatively conservative (0.5x) but include full equity acceleration on double‑trigger CIC—supporting retention through a sale while limiting cash parachute outlays .
- Execution track record: Q3 2025 sequential revenue growth (+27%), record gross margin (~54%), and an October capital raise (> $20M) extending runway into 2H 2027 suggest credible financial execution under Hale’s finance leadership, positive for investor confidence in the rollout of next‑gen systems and Optiv AI .