Anya Hamill
About Anya Hamill
Anya Hamill, age 51, is Chief Financial Officer of LSF; she served as interim CFO effective July 1, 2022 and was appointed permanent CFO on November 4, 2022. She has 20+ years of strategic finance experience in public CPG and private equity–backed emerging companies and holds an MBA (finance) from University of Colorado Leeds and a BA from Saint-Petersburg State University of Engineering and Economics . LSF’s proxy describes a performance-based annual bonus but does not disclose specific financial metric weightings; equity awards are primarily time-based RSUs and options with multi‑year vesting .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Laird Superfood (LSF) | Vice President, Financial Planning & Analysis | Apr 2022 | Strategic finance leadership in natural foods and beverages |
| Laird Superfood (LSF) | Interim Chief Financial Officer | Jul 1, 2022–Nov 4, 2022 | Stabilized finance function during transition |
| Laird Superfood (LSF) | Chief Financial Officer | Nov 4, 2022–present | Executive oversight of finance for growth and profitability |
| Little Secrets Chocolate | Chief Financial Officer | Sep 2018 | CFO in natural foods; strategic finance in emerging CPG |
| Danone North America | Senior Director of Finance, Premium Yogurt | May 2017–Mar 2018 | Category finance leadership |
| WhiteWave Foods | Senior Director finance, plant-based; various finance roles | Mar 2003–May 2017 | Finance leadership across plant-based beverage/food |
External Roles
No public-company directorships or external board roles are disclosed for Ms. Hamill in the proxy filings reviewed .
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Annual base salary rate ($) | 275,000 | 300,000 (effective May 1, 2024) |
| Salary paid ($) | 263,542 | 290,625 |
Performance Compensation
Annual Bonus
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Target bonus (% of base) | 50% | 50% |
| Maximum bonus (% of base) | Up to 100% | Up to 100% |
| Actual bonus paid ($) | 119,488 | 193,958 |
• The proxy states bonuses are based on achievement of performance goals but does not disclose specific metric weightings (e.g., revenue/EBITDA/TSR) for NEOs .
Long‑Term Incentive (Grant-Date Fair Value)
| Component | FY 2023 | FY 2024 |
|---|---|---|
| Option awards ($) | 27,665 | 22,937 |
| Stock awards (RSUs) ($) | 40,500 | — |
• 2024 annual equity awards for NEOs were delivered on February 23, 2024 and July 12, 2024; these options and RSUs vest ratably over five years .
Equity Ownership & Alignment
Beneficial Ownership Snapshot (as of May 15, 2025)
| Measure | Value |
|---|---|
| Outstanding shares beneficially owned | 43,566 |
| Shares exercisable within 60 days | 76,911 |
| Total beneficially owned | 120,477 |
| Percent of class (10,569,831 shares outstanding) | 1.1% |
Outstanding Equity Awards at 12/31/2024
| Award Type | Exercisable (#) | Unexercisable (#) | Exercise Price ($) | Expiration | Unvested RSUs (#) | Market Value of Unvested RSUs ($) | Vesting Schedule |
|---|---|---|---|---|---|---|---|
| Options | 5,882 | — | 3.17 | 5/5/2032 | — | — | Vested in full on May 5, 2023 |
| Options | 7,353 | 7,353 | 3.17 | 5/5/2032 | — | — | 4 annual tranches ending May 5, 2026 |
| Options | 25,000 | 25,000 | 1.53 | 11/4/2032 | — | — | 4 annual tranches ending Nov 4, 2026 |
| Options | 12,500 | 37,500 | 0.81 | 4/3/2033 | — | — | 4 annual tranches ending Apr 4, 2027 |
| Options | — | 50,000 | 0.73 | 2/23/2034 | — | — | 5 annual tranches ending Feb 23, 2029 |
| RSUs | — | — | — | — | 3,943 | 31,071 (at $7.88) | 4 annual tranches ending May 5, 2026 |
| RSUs | — | — | — | — | 25,000 | 197,000 (at $7.88) | 4 annual tranches ending Nov 4, 2026 |
| RSUs | — | — | — | — | 37,500 | 295,500 (at $7.88) | 4 annual tranches ending Apr 4, 2027 |
Market value of unvested RSUs is based on the 12/31/2024 closing price of $7.88 .
• Anti‑hedging/anti‑pledging: executives are prohibited from short‑term trading, short sales, derivatives, margin accounts, and pledging securities except with pre‑approval by the Audit Committee .
• Equity plan share reserve and evergreen: 2,460,090 options outstanding at 12/31/2024 (WAEP $2.06); 832,032 shares available for future issuance under the Incentive Plan; reserve increases annually via evergreen provision .
Employment Terms
| Provision | Details |
|---|---|
| Employment agreement | Provides base salary, annual bonus opportunity, equity grants, benefits, proprietary information assignment, and non‑competition/non‑solicitation restrictions; no fixed term . |
| Base salary | $275,000 initial CFO base; increased to $300,000 effective May 1, 2024 . |
| Annual bonus | Opportunity up to 100% of base; target 50% of base, contingent on performance goals . |
| Initial equity | RSUs for 50,000 shares (4‑year vest); options to purchase 50,000 shares at grant‑date fair value (4‑year vest) . |
| Severance (without cause or good reason) | Payment equal to 12 months base salary plus COBRA coverage for up to 12 months . |
| Change‑in‑control (COC) | If resignation for good reason or termination without cause occurs within two years following a COC, all of Ms. Hamill’s equity awards vest (double‑trigger) . |
| Indemnification | Executed on terms similar to the form filed with S‑1/A (Sept 10, 2020) . |
| Retirement plans | No defined benefit pension or nonqualified deferred compensation plan maintained or intended . |
| Clawback (recoupment) | Incentive Compensation Recovery Policy requires recovery of excess incentive compensation after an accounting restatement due to material noncompliance; applies to executives, prohibits indemnification/fee advancement for opposing recovery . |
| Hedging/pledging | Company discourages hedging; pledging/margin accounts prohibited absent pre‑approval . |
| Compensation governance | Compensation Committee administers programs; FW Cook engaged as independent compensation consultant; peer benchmarking uses 17‑company group in food/beverage/tobacco with revenue size 0.2x–5x LSF . |
Investment Implications
- Alignment and retention: A substantial portion of Hamill’s compensation is equity with multi‑year vesting (RSUs through 2027; options through 2029), supporting retention and alignment; severance is modest (12 months salary + COBRA) without bonus multiples, indicating limited guaranteed cash .
- Selling pressure and dilution watch: Unexercised options at low strikes (e.g., $0.81 and $0.73) and ongoing vesting through Feb 2029 could increase potential supply as tranches vest; equity plan evergreen increases share reserve annually, warranting monitoring of dilution and insider transactions .
- Governance safeguards: Robust clawback policy tied to restatements and strict anti‑hedging/anti‑pledging rules reduce alignment red flags; no defined benefit or deferred comp suggests limited off‑balance‑sheet obligations .
- Performance linkage transparency: While annual bonuses are “performance‑based,” the proxy does not disclose metric weightings (e.g., revenue, EBITDA, TSR), limiting external assessment of pay‑for‑performance rigor; investors should seek call disclosures or future proxies for KPI detail .
Sources
(LSF DEF 14A, 2025-05-15)
(LSF DEF 14A, 2024-05-15)