William McEvoy
LPTXAbout William McEvoy
William McEvoy, age 29, was appointed Chief Investment Officer (CIO) and a Class III director of Leap Therapeutics, Inc. (now Cypherpunk Technologies Inc.) on November 11, 2025. He is an Investor Designee of Winklevoss Treasury Investments and previously served as Principal at Winklevoss Capital Management (since 2022), with earlier roles at Fundstrat Global Advisors, Dynasty Financial Partners, Cassaday & Co., and investment banking at CSG Partners; he holds a degree from The George Washington University . His dual role as executive and director implies non-independence and potential governance considerations given nomination rights tied to the Lead Investor .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Winklevoss Capital Management | Principal | 2022–present | Focus on investments in social networks, gaming/eSports, education, Web3/blockchain |
| Fundstrat Global Advisors | Bitcoin/Crypto Research team member | 2021–2022 | Research and market analysis in digital assets |
| Dynasty Financial Partners | Finance roles | 2018–2021 | Corporate finance and valuation support |
| Cassaday & Company, Inc. | Finance role | 2017–2018 | Financial analysis and forecasting |
| CSG Partners | Investment banking (ESOP advisory) | Not disclosed | Transaction advisory in ESOPs |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Real Bedford FC | Board member | Not disclosed | Governance oversight for sports club |
Fixed Compensation
| Component | Detail |
|---|---|
| Base Salary | $250,000 annualized, reviewed at least annually; cannot be decreased |
| Target Annual Bonus | 40% of base salary; metrics set by Board/Comp Committee within first 3 months of each fiscal year; payable alongside senior executives, subject to continued employment through payment date |
Performance Compensation
| Instrument | Grant Size | Vesting Schedule | Settlement Mechanics | Change-in-Control Treatment |
|---|---|---|---|---|
| RSUs (subject to approvals) | 5,616,906 RSUs | 12/36ths on Oct 8, 2026; 1/36th monthly on the 8th thereafter, contingent on continued service | Settled in common shares on the earliest of: first payroll date after service ends; first payroll date on/after June 8; first payroll date on/after December 8 (subject to deferral and compliance) | All outstanding unvested equity awards held by McEvoy become fully vested and exercisable immediately prior to a qualifying Change in Control occurring after the Effective Date |
Notes:
- Annual cash incentive metrics/weightings/actual payouts are not disclosed at this time; they will be set by the Compensation Committee annually .
- The company’s proposed 2025 EIP includes broad performance criteria (e.g., TSR, revenue growth, regulatory milestones) potentially applicable to PSUs/performance units, along with clawback provisions and shareholder-approved repricing capacity; these are plan-level, not McEvoy-specific .
Equity Ownership & Alignment
| Category | Detail |
|---|---|
| Equity Grants | Pending award of 5,616,906 RSUs, subject to charter/equity plan approvals and S-8 effectiveness |
| Vesting & Delivery | Back-loaded vest commencement (12/36ths at Oct 8, 2026) and semiannual settlement windows (June 8/Dec 8) may concentrate share delivery and potential selling pressure around those dates |
| Accelerated Vesting | Full acceleration of unvested equity immediately prior to qualifying Change in Control after Effective Date |
| Pledging/Hedging | No pledging or hedging disclosures identified for McEvoy |
| Ownership Guidelines | No executive stock ownership guideline disclosures found applicable to McEvoy in current filings |
Employment Terms
| Provision | Terms |
|---|---|
| Title & Duties | Chief Investment Officer; duties typical for CIO; allowed concurrent roles with Winklevoss entities and select outside advisory/civic engagements if not interfering with Company duties |
| Location | Principal place of employment New York, NY (with reasonable travel) |
| Severance (No Cause/Good Reason) | Accrued obligations; 12 months base salary paid via payroll; reimbursement of a portion of COBRA premiums for up to 12 months, subject to release |
| Change-in-Control Economics | 280G “best-net” cutback (no tax gross-up); reduction order: cash severance, equity acceleration, benefits |
| Restrictive Covenants | Employment Agreement incorporates an Employee Proprietary Information, Invention, Non-Competition and Non-Solicitation Agreement (terms not fully disclosed in 8-K) |
| 409A Compliance | Structured to comply with IRC 409A; six-month delay for specified employees as required |
Board Governance
- Appointment and Class/Term: Appointed to the Board on November 11, 2025 as a Class III director; term through the 2026 annual meeting, or earlier departure/removal .
- Investor Designee & Independence: Appointed as an Investor Designee under the Lead Investor Agreement; concurrently serving as CIO implies he is not independent under exchange rules .
- Chair & Composition Changes: Khing Oei appointed non-executive Chairman; Board size increased in connection with financing and Lead Investor rights .
- Committee roles: Committee assignments for McEvoy are not disclosed in current filings .
- Director Compensation Program (non-employee directors): On Nov 11, 2025, non-employee directors received fully vested RSUs (two plan sources) that settle upon board departure or next annual meeting; employee-directors like McEvoy are not covered by the non-employee program .
Investment Implications
- Alignment and retention: The large, back-weighted RSU grant with defined semiannual settlement windows aligns McEvoy with equity value creation but may create periodic share delivery clusters (June/December) that could influence liquidity/supply dynamics; severance provides 12 months’ salary, balancing retention with flexibility .
- Change-in-control sensitivity: Full acceleration of unvested equity immediately prior to a qualifying change-in-control enhances monetization potential in strategic transactions; 280G cutback avoids shareholder-unfriendly gross-ups .
- Governance risk: Dual role (CIO + director) and Investor Designee status reduce independence and may heighten perceived conflicts; however, filings note no Item 404(a) related-party transactions and permit continued external roles with Winklevoss entities within defined bounds .
- Bonus metrics: Cash incentive framework is established (40% target), but specific performance metrics/weightings are yet to be disclosed; monitor forthcoming Comp Committee determinations for pay-for-performance alignment .