Quenton Petersen
About Quenton Petersen
Quenton Petersen, age 35, is Vice President at Massimo Group, appointed March 1, 2025, after serving as Sales & Marketing Manager and later Director of Sales at Massimo Motor Sports since 2018; he studied accounting and business management at Dixie State University in St. George . The DEF 14A biography lists experience at Flow Wall (2011–2016, retail partnerships) and eBay (2009–2011, top customer care), but does not disclose company TSR, revenue growth, or EBITDA growth metrics for his tenure .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Massimo Motor Sports | Sales & Marketing Manager; later Director of Sales | 2018–present | Served as Sales & Marketing Manager and later Director of Sales |
| Flow Wall (garage storage solutions) | Sales Manager | 2011–2016 | Implemented and developed partnerships with Home Depot, Costco, Amazon |
| eBay Inc. | Top Customer Care Representative | 2009–2011 | Top customer care responsibilities |
External Roles
The DEF 14A biography lists only Massimo Motor Sports, Flow Wall, and eBay experience and does not mention external public-company directorships or committee roles for Petersen .
Fixed Compensation
Employment agreement economics at appointment:
- At-will Vice President role with annualized base salary of $150,000; eligible for equity grants under the company plan, commissions per a mutually agreed schedule, a discretionary annual bonus, and fringe benefits on standard employee terms .
Multi-year compensation (reported):
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Salary ($) | $161,540 | $109,237 |
| Bonus ($) | — | — |
| Stock Awards ($, grant-date fair value) | — | $11,640 |
| Option Awards ($, grant-date fair value) | — | — |
| Other Compensation ($) | — | $63,455 |
| Total ($) | $161,540 | $184,332 |
Notes:
- 2024 compensation reflects salary paid by Massimo Motor Sports to Petersen; he served as VP until October 25, 2023 and was re-appointed March 1, 2025 .
- The nature of “Other Compensation” for Petersen in 2024 is not described in the filing .
Performance Compensation
- The company’s 2024 Equity Incentive Plan allows for RSUs and other awards that may include performance goals, time-based vesting, and provides for potential accelerated vesting at target on a change in control at the plan administrator’s discretion .
- Specific performance metrics, weightings, targets, actuals, payout formulas, and vesting schedules tied to Petersen’s incentive compensation were not disclosed in the filings reviewed .
Equity Ownership & Alignment
Beneficial ownership and plan context:
- As of March 24, 2025, Petersen had no reported beneficial ownership of Massimo Group common stock; he did not appear in the FYE 2024 outstanding equity awards table (which listed CEO Shan, CFO Chen, and Michael Smith) .
| Ownership Metric | Value |
|---|---|
| Shares beneficially owned (as of 3/24/2025) | 0 |
| Ownership (% of 41,546,700 shares outstanding) | 0% |
Plan-level alignment and mechanics:
- Awards under the 2024 Plan are generally non-transferable and may not be sold or pledged unless the plan administrator determines otherwise; tax withholding can be satisfied via share withholding or sale-to-cover mechanisms .
- Company adopted an executive compensation clawback policy on March 25, 2024 (recovery upon accounting restatement); no restatements or recoveries disclosed to date .
- Insider trading policy adopted March 25, 2024 for directors, officers, and employees .
Company equity plan capacity (context for future grants):
- 2025 proposal to amend the 2024 Plan to increase share reserve to 4,000,000 and add a 3% evergreen (January 1, 2026–2035) subject to stockholder approval, enhancing capacity for future equity awards to employees, including Petersen .
Employment Terms
- Appointment: Vice President effective March 1, 2025; at-will employment .
- Cash compensation: Base salary $150,000; discretionary annual bonus; commission eligibility per agreed schedule .
- Equity: Eligible for grants under the 2024 Equity Incentive Plan .
- Change-of-control (plan-level): Awards may be continued, assumed, substituted, accelerated with vesting criteria deemed achieved at target, or settled for change-in-control price, at plan administrator’s discretion .
- Policies: Insider trading policy (adopted 3/25/2024); clawback policy (adopted 3/25/2024) .
- Non-compete / Non-solicit / Severance: Not disclosed for Petersen in the filings reviewed .
Investment Implications
- Alignment: Petersen currently holds no disclosed equity in MAMO, suggesting limited immediate “skin in the game”; future alignment could increase if he receives equity awards under the expanded 2024 Plan .
- Incentive structure: Cash compensation includes commissions and discretionary bonus, which can flex with performance, but absence of disclosed performance metrics/targets reduces transparency of pay-for-performance linkage .
- Retention risk: At-will arrangement and lack of disclosed severance/change-of-control employment terms imply limited contractual retention hooks; however, plan-level accelerated vesting in change-of-control events may partially mitigate retention risk if equity is granted .
- Governance and controls: Presence of clawback and insider trading policies supports compensation risk management; controlled-company status (CEO holds 77% voting power) shapes governance environment but the company states it does not plan to use controlled-company exemptions currently .