Jared Deith
About Jared Deith
Jared Deith, age 34, is Executive Vice President and Chief Revenue Officer (CRO) at KORE, appointed effective January 31, 2025; he previously led Connected Health and joined KORE via its acquisition of Business Mobility Partners and Simon IoT in February 2022, where he was President/Founder and CEO/Co-Founder, respectively . Education was not disclosed; core credentials include entrepreneurial leadership in IoT channels and integration execution through acquisition . Recent KORE operating context: the company generated quarterly revenues of $73.3M in Q4’24, $72.1M in Q1’25, $71.3M in Q2’25, and $68.7M in Q3’25, while reporting net losses each quarter; EBITDA and margin trended between roughly 12–16% in 2025 (*values from S&P Global) .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| KORE Group Holdings | EVP & CRO | Jan 2025–present | Leads global sales, partnerships, marketing, and revenue operations post-reorg . |
| KORE Group Holdings | EVP, Connected Health | Aug 2024–Jan 2025 | Elevated Connected Health focus; continued under Aug 15, 2024 employment agreement . |
| KORE Group Holdings | Contracted Advisor | Apr 2024–Aug 2024 | Advisory to KORE and subsidiaries pre-Connected Health appointment . |
| KORE Group Holdings | SVP, Indirect Channels & E‑Commerce | Jan 2023–Apr 2024 | Built channel/e‑commerce motion to drive IoT go‑to‑market . |
| KORE Group Holdings | SVP, Integration | Feb 2022–Jan 2023 | Led integration following BMP/Simon IoT acquisition . |
| Business Mobility Partners, Inc. | President & Founder | Jul 2016–Feb 2022 | Founded and scaled IoT mobility business (acquired by KORE) . |
| Simon IoT LLC | CEO & Co‑Founder | Sep 2018–Feb 2022 | Co‑founded IoT connectivity provider (acquired by KORE) . |
Fixed Compensation
| Component | Amount/Terms | Effective date | Notes |
|---|---|---|---|
| Base Salary | $350,000 per annum | Aug 15, 2024 | Reviewed annually for upward-only adjustment . |
| Target Annual Bonus | 75% of base salary | Aug 15, 2024 | Based on revenue and EBITDA objectives; sliding scale around target . |
| FY2024 Bonus | $150,000 (guaranteed per agreement) | For FY2024 | Pay timing aligned with senior executives after audit . |
Performance Compensation
| Incentive | Metric | Weighting | Target | Actual/Payout | Vesting |
|---|---|---|---|---|---|
| Annual Bonus (FY2025+) | Revenue & EBITDA | Not disclosed | 75% of salary at target | Not disclosed | Paid post‑audit, typically by Apr 30 following year . |
| Long‑Term Cash Award (Total $360,000) | Company performance metrics | Not disclosed | $240,000 performance tranche | Not disclosed | Performance tranches vest on two specific periods (Mar 31, 2026 and Mar 31, 2027 if achieved) . |
| Long‑Term Cash Award (Time‑vesting $120,000) | N/A (service) | N/A | N/A | $120,000 | Vests in 3 equal annual installments; accelerates if terminated without Cause or for Good Reason . |
| RSU Grant (Aug 15, 2024) | N/A (service) | N/A | 24,000 RSUs | N/A | Vests in 3 equal annual installments on each anniversary of grant . |
| Inducement RSU Grant (Feb 17, 2022) | N/A (service) | N/A | 5,446 RSUs (post 1‑for‑5 split) | N/A | 25% vests Sep 30, 2023; 25% vests Sep 30, 2024; 50% vests Sep 30, 2025; shares may be withheld for taxes on vest . |
Equity Ownership & Alignment
| Item | Detail | Alignment takeaway |
|---|---|---|
| Outstanding RSUs (Aug 15, 2024 grant) | 24,000 RSUs, 3 equal annual tranches | Multi‑year retention; pure RSUs (no options), aligns with service continuity . |
| Inducement RSUs (Feb 17, 2022) | 5,446 RSUs; 25/25/50 vesting on 9/30/23, 9/30/24, 9/30/25 (post reverse split) | Defined vest dates can create scheduled selling pressure from tax withholdings (company‑wide practice) . |
| Options | Company historically has not granted options/SARs under current program | Lower leverage vs options; reduces repricing risk . |
| Hedging/Pledging | Anti‑hedging policy prohibits hedging instruments; pledging not disclosed | Hedging ban supports alignment; no pledging disclosure identified . |
| Ownership guidelines | Not disclosed | Unable to assess required multiple of salary or compliance status. |
Employment Terms
| Provision | Terms |
|---|---|
| Agreement term | Initial 5‑year term from Aug 15, 2024; auto‑renews for successive 1‑year terms unless non‑renewal notice ≥30 days before term end . |
| Severance (without Cause / for Good Reason) | 12 months base salary; prorated annual bonus for year of termination; any prior year earned bonus unpaid; continuation of medical/dental/vision during severance period (or cash in lieu); all unvested time‑based equity vests automatically; subject to release . |
| Death/disability | Prior‑year and prorated bonus payable; statutory benefits (COBRA at executive’s cost) . |
| Non‑compete / Non‑solicit | 24‑month non‑compete and non‑solicit of customers/employees post‑termination; perpetual confidentiality . |
| Role reporting | Reports to CEO; devotes substantially all business time; board‑approved outside roles allowed if non‑competing and non‑interfering . |
Performance & Track Record
| Period | Notable initiatives / outcomes |
|---|---|
| 2025 | Public positioning of KORE as top‑tier IoT specialist; emphasis on eSIM SGP.32 deployment and global scaling confidence . |
| 2025 | Strategic alliance with TD SYNNEX to simplify IoT connectivity procurement; aims to accelerate adoption and reduce time to revenue for partners . |
KORE Operating Metrics (context during Deith’s leadership tenure)
| Metric | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|
| Revenues ($USD) | $73.324M | $72.142M | $71.250M | $68.692M |
| EBITDA ($USD) | $0.886M* | $11.455M* | $8.352M* | $9.492M* |
| EBITDA Margin % | 1.21%* | 15.88%* | 11.72%* | 13.82%* |
| Net Income ($USD) | $(25.448)M | $(14.908)M | $(16.878)M | $(12.707)M |
Values marked with * retrieved from S&P Global.
Investment Implications
- Pay‑for‑performance alignment: Deith’s annual bonus targets revenue and EBITDA, with a guaranteed FY2024 bonus of $150k during transition, and a $240k performance‑based LTI tied to multi‑period corporate metrics—aligning near‑term and multi‑year outcomes .
- Retention risk appears mitigated by structure: a 5‑year term with auto‑renewal; 24‑month non‑compete/non‑solicit; time‑based equity and $120k time‑vesting LTI create meaningful retention hooks, with severance including 12 months salary and auto‑vesting of time‑based equity on qualifying termination .
- Insider selling pressure timing: RSU vest dates (notably the 50% tranche scheduled on September 30, 2025 for the 2022 inducement award) can coincide with share surrenders for taxes, a pattern the company reports at the aggregate level; monitor vest calendars for potential technical pressure around quarter ends .
- Governance risk lens: Anti‑hedging policy is in place; options are not used, limiting repricing risk; pledging and ownership guideline details are not disclosed—leaves an open question on longer‑term ownership alignment requirements .
- Execution watch‑items: Revenues have trended down sequentially through Q3’25 and losses persist; CRO initiatives (eSIM SGP.32, channel alliances) are strategically sound but require translation into improving growth trajectory and margin durability .