Paul McClaskey
INSEEGOAbout Paul McClaskey
Paul McClaskey, 48, is Inseego’s Senior Vice President, Finance and Chief Accounting Officer (principal accounting officer), a role he has held since January 2025; he joined as Chief Accounting Officer in December 2023 and was designated principal accounting officer in September 2024 . He holds a BA in Economics (University of Puget Sound) and a Master of Accounting (University of Arizona), is a licensed CPA, and is a CFA charterholder . During his tenure, Inseego disclosed 2024 bonuses tied to revenue and Adjusted EBITDA at 142% of target due to outperformance, and 2024 net income improved to a profit alongside a sharp change in the “$100 TSR” value, contextualizing stronger operating execution against his pay outcomes .
Company performance snapshot:
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Revenues ($) | 167,286,000* | 191,244,000 |
| EBITDA ($) | (30,033,000)* | 5,571,000* |
| Value of initial fixed $100 investment (TSR proxy) ($) | 3.77 | 17.60 |
| Net Income (Loss) ($000s) | (46,185) | 4,572 |
Values retrieved from S&P Global for cells marked with an asterisk.
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Inseego Corp. | SVP, Finance & Chief Accounting Officer (Principal Accounting Officer) | Jan 2025–present | Leads corporate accounting and reporting; principal accounting officer |
| Inseego Corp. | Chief Accounting Officer | Dec 2023–Dec 2024 | Stood up/led CAO function; designated PAO in Sept. 2024 |
| Berkeley Lights, Inc. | Chief Accounting Officer; previously VP, Accounting | 2022–2023; 2021–2022 | Led accounting and SEC reporting functions |
| DISH Network Corp. | VP, Accounting; Director, Financial Reporting | 2019–2021; 2014–2019 | Oversaw corporate accounting and external reporting |
| URS Corporation | Director, Technical & International Accounting | 2012–2014 | Led technical and international accounting |
| KPMG LLP | Audit & Advisory roles | 2003–2012 | Assurance and advisory across clients/industries |
External Roles
No external public company directorships or board committee roles were disclosed for Mr. McClaskey in the company filings reviewed (DEF 14A dated July 29, 2025) .
Fixed Compensation
| Year | Base Salary ($) | Target Bonus (% of Base) | Annual Incentive Paid ($) | Discretionary Bonus ($) | Stock Awards – Grant Date Fair Value ($) |
|---|---|---|---|---|---|
| 2024 | 275,000 | 25% | 105,000 (paid Mar-2025) | 200,000 (restructuring-related) | 275,400 |
Notes:
- 2024 AIP metrics were Company revenue and Adjusted EBITDA; payout curve 0–150% of target; payout achieved was 142% of target for 2024 across NEOs .
Performance Compensation
| Plan/Grant | Metric(s) | Weighting | Target | Actual | Payout | Vesting/Timing |
|---|---|---|---|---|---|---|
| 2024 Annual Incentive Plan | Revenue; Adjusted EBITDA | Not disclosed | 25% of salary | Above targets (corporate) | 142% of target; $105,000 paid in Mar-2025 | Cash; paid March 2025 |
| 2024 Discretionary Cash Bonus | Individual/restructuring | N/A | N/A | Company completed significant restructuring transactions | $200,000 | Lump-sum in 2024 |
Equity incentive design:
- New-hire/options: 25% at first anniversary, remainder monthly over 36 months; RSUs: 25% on each anniversary over 4 years (first tranche at year 1, then monthly thereafter per company description) .
Equity Ownership & Alignment
Ownership snapshot and awards:
| As of | Shares Owned (#) | Right to Acquire within 60 days (#) | Total Beneficial Ownership (#) | % of Outstanding |
|---|---|---|---|---|
| June 30, 2025 | 0 | 11,666 | 11,666 | <1% (out of 15,042,827 SO) |
Outstanding awards (12/31/2024):
| Instrument | Grant Date | Exercisable (#) | Unexercisable (#) | Exercise Price ($) | Expiration | RSUs Unvested (#) | Market Value of Unvested RSUs ($) |
|---|---|---|---|---|---|---|---|
| Stock Options | 12/21/2023 | 2,500 | 7,500 | 2.20 | 12/21/2033 | — | — |
| RSUs | 07/30/2024 | — | — | — | — | 30,000 | 307,800 (at $10.26 as of 12/31/2024) |
- Vesting mechanics: Options typically 25% at first anniversary then monthly through year 4; RSUs 25% on first anniversary, remainder monthly through year 4 .
- Stock ownership guidelines: None established for executive officers (no formal ownership multiple) .
- Hedging/short-term speculation: Prohibited; includes short sales, “short against the box,” puts/calls, collars, forwards, etc. .
Employment Terms
| Term | Non-Change-in-Control (Non-COC) | Change-in-Control (COC) |
|---|---|---|
| Agreement form | Offer letter; company generally uses offer letters, not fixed-term employment agreements | Separate COC & severance agreement |
| Cash severance | 3 months base salary | 6 months base salary + 6 months target bonus |
| Bonus treatment | Pro-rated portion of target bonus in year of termination; prior-year bonus if unpaid based on actuals (general framework described for executives) | 6 months target bonus included in severance |
| Equity vesting | Additional 3 months’ worth of time-based vesting; performance awards subject to award terms | 100% immediate vesting of all outstanding equity awards |
| Benefits (COBRA) | Up to 3 months | Up to 6 months |
| Clawback | Executive Officer Clawback Policy: recovery of erroneously awarded incentive-based compensation upon an accounting restatement, regardless of misconduct |
Role chronology:
- Chief Accounting Officer (Dec 2023), Principal Accounting Officer (Sept 2024), SVP Finance & CAO (Jan 2025) .
Investment Implications
- Pay-for-performance linkage: 2024 AIP tied to revenue and Adjusted EBITDA paid at 142% of target, consistent with the Company’s disclosure of sales and Adjusted EBITDA exceeding targets; his $105,000 payout and separate $200,000 restructuring bonus align with a turnaround year that also showed improved net income and TSR metric movement .
- Retention and selling pressure: RSUs (30,000 unvested as of 12/31/2024) vest 25% on first anniversary (July 30, 2025) and monthly thereafter through 2028, creating periodic liquidity events; options continue to vest monthly post first anniversary, which can generate incremental supply over time .
- Alignment risk: Beneficial ownership is de minimis (<1%), and the company has not adopted executive stock ownership guidelines; however, hedging and short-term speculative trading are prohibited, and a robust clawback policy is in place, partially offsetting alignment concerns .
- Change-in-control economics: Relatively modest cash severance multiples (0.5x salary and target bonus under COC) paired with full equity acceleration could encourage retention through a transaction while limiting cash outlay risk; non-COC severance is limited (3 months), which moderates ongoing downside protection .
- Governance temperature check: Say-on-Pay support was strong in 2024 (95.8%), suggesting broad investor acceptance of the program structure tied to operating performance improvements .