Thomas Teisseyre
About Thomas Teisseyre
Thomas (Tom) Teisseyre, PhD, is Chief Operating Officer of Hyperfine (Nasdaq: HYPR), serving as COO since July 2023 after joining as Chief Product Officer in June 2021; prior roles include Head of Surgical & Implantable Devices at Verily (2015–2020) and product roles at Google, Abbott Medical Optics, Proximie, and OptiMedica . He holds a PhD in Bioengineering (UC Berkeley/UC San Francisco) and a BS in Biomedical Engineering (Georgia Tech) . Age 41 as of March 31, 2025, he has been an executive officer since December 2021 and COO since July 2023 . Company materials credit him with leading AI-driven product improvements and launches (e.g., next-gen Swoop and Optive AI) that underpin Hyperfine’s growth strategy .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Hyperfine, Inc. | Chief Operating Officer | Jul 2023–present | Oversees product design/development, clinical science, operations, cybersecurity, and service; promoted from CPO . |
| Hyperfine Operations, Inc. (formerly Hyperfine, Inc.) | Chief Product Officer | Jun 2021–Jul 2023 | Led AI-powered image quality improvements and product roadmap execution . |
| Proximie Ltd. | Chief Product Officer | Nov 2020–Jun 2021 | Senior product leadership in surgical telepresence/health tech . |
| Verily Life Sciences (Google) | Head, Surgical & Implantable Devices | Dec 2015–Nov 2020 | Built surgical/implantables portfolio; operating leadership in medtech R&D . |
| Google X Life Sciences; Abbott Medical Optics; OptiMedica | Program/Product roles | Earlier | Program and product management in imaging/surgical tech . |
External Roles
- No current public company directorships disclosed for Teisseyre in the 2025 proxy officer/director roster; he is listed as an executive officer (not a director) .
- Bio confirms operating roles and expertise; no board seats noted on IR profile .
Fixed Compensation
| Metric | 2023 | 2024 | 2025 |
|---|---|---|---|
| Base salary (annual rate) | $425,000 initial (effective on appointment as COO Jul 24, 2023) | $443,000 effective Mar 17, 2024 | $451,860 effective Mar 16, 2025 |
| Target annual bonus (% of base) | 50% | 50% | 50% |
| Salary actually paid (Summary Comp Table) | $410,147 (partial year) | $438,846 | — |
Performance Compensation
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Program design: NEO pay includes base salary, annual cash bonuses tied to financial and operating metrics, and time-based and performance-based stock options/RSUs with vesting up to four years .
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Annual cash incentive (non-equity incentive plan compensation): | Year | Target (% salary) | Actual payout ($) | |---|---:|---:| | 2023 | 50% | $109,092 | | 2024 | 50% | $114,470 |
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Equity awards (grant-date fair value and structure): | Grant date | Instrument | Shares/grant | Exercise price | Expiration | Vesting terms | |---|---|---:|---:|---:|---| | Dec 20, 2022 | Stock options | 400,000 total (200,000 exercisable, 200,000 unexercisable at 12/31/24) | $0.76 | 12/30/2031 | 25% at 1-year, then monthly for 36 months (standard schedule disclosed) . | | Jul 24, 2023 | Stock options (offer letter award) | 200,000 total (70,833 exercisable, 129,167 unexercisable at 12/31/24) | $2.77 | 2/7/2032 | 25% on the last day of month including 1-year anniversary; then 2.083% monthly (offer letter) . | | Mar 28, 2024 | Stock options (annual) | 500,000 unexercisable at 12/31/24 | $1.00 | 3/28/2034 | Time-based (company standard up to 4 years); specific tranche schedule not separately enumerated in proxy . | | Feb 9 & Apr 28, 2022 | Legacy options | Multiple smaller grants outstanding (exercisable/unexercisable at 12/31/24 detailed below) | $0.91 | 2030–2031 | 25% at 1-year, then monthly (per grant notes) . |
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Outstanding equity detail at 12/31/2024 (excerpts from “Outstanding Equity Awards” table): | Grant date | Exercisable options (#) | Unexercisable options (#) | Exercise price | Expiration | |---|---:|---:|---:|---:| | 2/9/2022 | 131,250 | 18,750 | $0.91 | 1/27/2030 | | 2/9/2022 | 44,270 | 18,230 | $0.91 | 4/14/2031 | | 4/28/2022 | 25,000 | 12,500 | $0.91 | 5/12/2031 | | 12/20/2022 | 200,000 | 200,000 | $0.76 | 12/30/2031 | | 7/24/2023 | 70,833 | 129,167 | $2.77 | 2/7/2032 | | 3/28/2024 | — | 500,000 | $1.00 | 3/28/2034 |
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RSUs (unvested at 12/31/2024): 9,375; 9,766; 5,859 units, with market values based on $0.88 close on 12/31/2024 ($8,250; $8,594; $5,156, respectively) . Company-wide practice: employee awards generally vest over four years (25% at ~first anniversary, remainder quarterly/monthly) . In 9M’25, executives as a group received 600,000 RSUs with standard vesting (25% ~anniversary, remainder quarterly over 12 quarters) .
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Accounting note (valuation): Option award grant-date fair values in Summary Comp Table: $554,000 (2023) and $500,000 (2024) for Teisseyre .
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Metrics/weighting disclosure: Company states annual bonuses are tied to financial/operating metrics, but specific metric weights/targets/payout formulas for Teisseyre were not disclosed .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (as of Mar 31, 2025) | 789,152 Class A shares; 1.3% of Class A outstanding; no Class B; voting power below 1% (Class A carries 1 vote; Class B 20 votes) . |
| Ownership calculation basis | 62,784,562 Class A and 15,055,288 Class B outstanding at Mar 31, 2025 (Class B entirely held by founder affiliates) . |
| Vested vs unvested equity (select options) | See “Outstanding Equity Awards” table above for per-grant exercisable (vested) vs unexercisable (unvested) counts at 12/31/2024 . |
| Pledging/hedging | Insider Trading Policy prohibits short-term trading, hedging, and borrowing/non-recourse pledges by employees and executives; pre-clearance required for officer trades . |
| Ownership guidelines | No executive stock ownership guideline disclosure found in the 2025 proxy; company discloses policy and practices on equity grants and insider trading controls . |
| In-the-money assessment at year-end 2024 | Using 12/31/2024 close of $0.88 (from proxy RSU valuation), options at $0.76 were in-the-money; options at $0.91, $1.00, and $2.77 were out-of-the-money at that date . |
Employment Terms
| Term | Key provisions |
|---|---|
| Offer letter | Effective July 24, 2023; initial salary $425,000; target bonus 50% of base; 200,000 option grant with 25% cliff then 2.083% monthly vesting thereafter . |
| Annual salary increases | $443,000 effective Mar 17, 2024; $451,860 effective Mar 16, 2025 . |
| Severance Plan (participant) | Covered executive under Hyperfine Executive Severance Plan (amended multiple times through Jul 24, 2023) . If terminated without cause outside the 12‑month CIC period: salary continuation or lump sum equal to base salary × plan multiplier plus company COBRA contributions . If terminated without cause or resigns for good reason during CIC period: lump sum equal to (base salary + target bonus) × CIC multiplier, COBRA contributions, and full acceleration of unvested equity; release required . |
| Clawback policy | Board-adopted recoupment policy compliant with SEC Rule 10D-1; applies to current/former executive officers; covers incentive-based compensation tied to financial reporting measures (including stock price/TSR) for three prior fiscal years in event of restatement; recovery calculated pre-tax; methods include reimbursement, offset, cancellation . |
| Indemnification | Company provides indemnification agreements and advances expenses for officers, subject to Delaware law limitations; maintains D&O insurance . |
| Insider trading controls | Trading blackouts; pre-clearance for officers/directors; prohibition on short-term trading, hedging, and non-recourse pledges . |
| Equity grant practices | Annual awards typically at end of Q1; policy not to time grants around MNPI; 2024 awards not timed around filings per disclosure . |
Compensation Structure Analysis
- Cash vs equity mix: In 2024, salary ($438,846) plus NEIP cash ($114,470) was outweighed by equity option value ($500,000 grant-date FV), indicating equity-heavy pay aligned with long-term value creation .
- Option-heavy emphasis with four-year vesting and monthly vest post-cliff supports retention; vesting cadence also creates potential periodic supply from exercises/sales as tranches vest, especially for low-strike options .
- Equity award evolution: Additional 500,000 options granted on Mar 28, 2024 at $1.00 strike extended unvested overhang into 2034, increasing alignment but also future vest-driven liquidity potential .
- Governance guardrails: SEC-compliant clawback, anti-hedging/pledging, and standardized grant timing mitigate misalignment/optics risk .
Investment Implications
- Alignment and retention: Large unvested option inventory with time-based vesting (including a 500,000-share 2024 grant) incentivizes tenure and execution of the product roadmap he leads; policies prohibit hedging/pledging, reinforcing alignment .
- Potential selling pressure: Monthly vesting post-cliff on multiple grants implies a steady stream of newly vested shares; options struck at $0.76 were in-the-money at 12/31/2024 (proxy pricing), creating exercise/sale incentives if liquidity is needed, while higher-strike grants reduce near-term monetization pressure .
- Pay-for-performance visibility: Cash bonuses are tied to company performance, but the proxy does not disclose the specific metrics/weights for Teisseyre; investors should monitor future proxies for enhanced transparency on bonus scorecards .
- Downside protection features: Change-in-control double-trigger economics include equity acceleration and base/bonus multiples (plan multipliers not disclosed), and an SEC-compliant clawback is in place—both standard for medtech small-caps but important for governance risk management .
Note: We attempted to fetch Form 4 insider trading data for Teisseyre to analyze transaction timing and post-transaction holdings but encountered an authorization error; analysis herein relies on proxy-stated beneficial ownership and outstanding equity awards.