Wenlong Tong
About Wenlong Tong
Wenlong Tong is President of CIMG Inc. (Nasdaq: IMG), appointed effective October 5, 2025; he is 36 years old . He previously led South China major client engagements at Zhongshishun Technology (Beijing) Co., Ltd. (since 2020) and co‑founded Guangdong Qukongcun Technology Co., Ltd. (2017–2020) and Guangzhou Chopsticks Cloud E‑Commerce Co., Ltd. (2015–2017), with experience pioneering paid short‑video services and serving clients in Finance, Smart City, New Energy, and E‑commerce . He holds an MBA from Shenzhen University Management School and a Bachelor’s degree in Computer Network and Application from Siyuan College, Xi’an Jiaotong University . No TSR, revenue growth, or EBITDA growth metrics tied to his tenure were disclosed in the appointment filing .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Zhongshishun Technology (Beijing) Co., Ltd. | Manager, South China Major Client Team | 2020–2025 | Led financial‑industry infrastructure projects for China Merchants Bank and Ping An Bank; directed regional BD in Guangdong |
| Guangdong Qukongcun Technology Co., Ltd. | Co‑Founder | 2017–2020 | Built membership‑based social e‑commerce platform focusing on private domain traffic conversion and logistics integration for consumer goods |
| Guangzhou Chopsticks Cloud E‑Commerce Co., Ltd. | Co‑Founder | 2015–2017 | Developed an e‑commerce cloud platform for SMEs; established “Three Soy Eggs” self‑media platform for consulting and design on internet business models |
External Roles
None disclosed in the appointment or proxy materials reviewed .
Fixed Compensation
| Component | Value | Notes |
|---|---|---|
| Base Salary (annual) | $24,000 | Per Employment Agreement effective Oct 5, 2025 |
| Target Bonus % | Not disclosed | Eligible for discretionary bonus determined by the Board |
| Actual Bonus Paid | Not disclosed | No actual payout disclosed to date |
| Benefits | Eligible per company policies and plans | Standard employee benefits eligibility |
Performance Compensation
| Incentive Type | Metric(s) | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| Annual discretionary bonus | Board discretion; specific metrics not disclosed | N/A | N/A | N/A | Discretionary | N/A |
- No performance share (PSU) or option grants to Tong are disclosed; the company states no awards have been granted under its 2024 or 2025 equity plans to date .
Equity Ownership & Alignment
| Holder/Policy | Detail |
|---|---|
| Executives & directors as a group (7 persons) | 0 shares beneficially owned; 0% of class as of Aug 19, 2025 |
| Wenlong Tong | Not included in the Aug 19, 2025 ownership table; appointed Oct 5, 2025; no holdings disclosed in reviewed filings |
| Hedging policy | Covered Persons (executive officers/directors) prohibited from hedging or monetization transactions unless pre‑approved; policy objective is alignment with shareholders |
| Pledging policy | Covered Persons prohibited from pledging company securities or holding them in margin accounts |
| Equity plan status | No awards under 2024 or 2025 plans to date |
| 2026 Equity Incentive Plan (proposed) | Subject to shareholder approval; up to 38,000,000 shares reserved; Administrator may accelerate vesting of options/RS upon change‑of‑control |
Typical equity award terms disclosed (company‑wide):
- Restricted Stock: If terminated without cause, unvested restricted shares vest; change‑of‑control triggers full vesting if service is continuous to the effective date .
- Stock Options: No additional vesting after termination; Administrator may accelerate vesting upon change‑of‑control or provide cash‑out of intrinsic value; default vesting schedule commonly 1/3 per year over three years absent Administrator‑set schedules .
Employment Terms
| Term | Detail |
|---|---|
| Commencement date | October 5, 2025 |
| End date | May 31, 2027 |
| Renewal | Only upon written agreement by both parties |
| Severance | Not disclosed in the appointment 8‑K; equity agreement acceleration terms apply company‑wide if RS/Options are granted |
| Non‑compete / Non‑solicit / Garden leave | Not disclosed |
| Related party/arrangements | No arrangements/understandings for appointment; no Item 404(a) related transactions; no family relationships with directors/executives |
Performance & Track Record
- Pioneered paid short‑video services for traditional businesses and served high‑profile clients across Finance, Smart City, New Energy, and E‑commerce sectors .
- Appointment aligns with CIMG’s push into computing power, digital assets, and Web3.0 strategy, with CEO commentary expecting contributions to these initiatives .
Compensation Committee Analysis
| Committee | Members | Chair | Key responsibilities | Independence |
|---|---|---|---|---|
| Compensation Committee | Jinmei Guo Hellstroem; Zongmei Huang; Jianshuang Wang | Zongmei Huang | Oversees executive compensation; equity plans; may retain independent consultants and outside counsel | Members meet Nasdaq independence rules; all are non‑employees under Rule 16b‑3 |
Say‑on‑Pay & Shareholder Feedback
| Item | Detail |
|---|---|
| 2025 agenda | Non‑binding advisory vote on NEO compensation at the Oct 28, 2025 annual meeting |
| Outcome | Not disclosed in reviewed materials; Board recommends “FOR” |
Investment Implications
- Low fixed cash ($24,000 annual salary) with discretionary bonus suggests limited guaranteed pay; pay‑for‑performance transparency will hinge on future bonus disclosures and any equity awards under the 2026 plan .
- No equity awards outstanding under 2024/2025 plans and zero group ownership as of Aug 19, 2025 indicate limited current “skin‑in‑the‑game”; monitor Forms 3/4 for Tong to assess future ownership and potential selling pressure when/if awards are granted .
- Hedging and pledging prohibitions reduce misalignment risk and potential forced selling, but change‑of‑control provisions in equity agreements contemplate accelerated vesting, which can create near‑term liquidity events if grants occur .
- Employment term runs to May 31, 2027 with renewal only by mutual written agreement, providing medium‑term retention visibility but no disclosed severance economics; retention risk will depend on realized compensation and strategic progress in computing power/digital assets .
- Strategy emphasis on computing power/Web3 aligns Tong’s experience with CIMG’s initiatives; execution risk remains given early stage disclosures—track subsequent 8‑Ks, proxy updates, and the 2026 plan implementation for performance metrics tied to incentive pay .