Louis Percoco
About Louis Percoco
General Manager at Spectral AI and a member of the Office of the Chairman since October 2024, providing day-to-day operational leadership alongside the CFO/GC, Chief Commercial Officer, and COO . Background includes 20–30+ years of R&D, production, and finance/operations experience at KCI (Acelity), 3M, Siemens, and BIOTRONIK, and designation as Key Personnel on BARDA workstreams (Engineering Production Manager), underscoring execution responsibility in manufacturing and government-sponsored programs . Company performance context during his operational leadership includes renewed focus on BARDA milestones and FDA submission efforts following the Office of the Chairman’s formation .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| KCI (Acelity) | Finance & Operations leadership (medical devices) | Not disclosed | Built manufacturing/operations expertise for wound-care devices |
| 3M | Finance & Operations leadership (healthcare) | Not disclosed | Scaled production systems and operational discipline |
| Siemens | Finance & Operations leadership (med-tech) | Not disclosed | Global production and process optimization exposure |
| BIOTRONIK | Finance & Operations leadership (cardio devices) | Not disclosed | Regulated manufacturing and QA experience |
| Spectral AI (pre-de-SPAC) | Engineering Production Manager (BARDA Key Personnel) | 2023 | BARDA program execution; manufacturing accountability |
External Roles
No external directorships or committee roles disclosed for Percoco.
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $250,000 | $260,000 |
Notes: The proxy’s bonus column reflects payments made in the year for prior fiscal performance (see Performance Compensation).
Performance Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Annual Cash Bonus ($) | $30,000 (paid in 2023) | $137,500 (paid in 2024; earned on FY 2023 performance) |
| Option Awards – Grant-date Fair Value ($) | $0 | $8,150 |
Detailed incentive design (weightings, targets, actuals, payout curves) for Percoco’s cash bonus and equity awards was not disclosed. The 2023 Long-Term Incentive Plan permits stock options, RSUs, PSUs, and other awards; change-in-control may allow award adjustments/acceleration at the Compensation Committee’s discretion. Vesting specifics for Percoco’s 2024 option grant were not provided in the Outstanding Equity Awards table.
Equity Ownership & Alignment
- Beneficial ownership: Percoco is not individually listed in the proxy’s beneficial ownership table (the table includes directors, certain executives, and >5% holders); no breakdown of his vested/unvested equity or options was disclosed.
- Stock ownership guidelines: No executive stock ownership guideline policy was disclosed in the proxy.
- Hedging/pledging: The company states it does not have policies preventing employees/directors from engaging in hedging or using financial instruments like collars/equity swaps (a governance red flag for alignment). No explicit pledging restrictions were disclosed.
- Plan mechanics: The 2023 LTIP supports equity-based retention/alignment tools; awards may be adjusted/accelerated on change-in-control per committee discretion.
Employment Terms
- Employment agreement: The company disclosed executive employment agreements for the CEO, CFO/GC, COO, and CCO; no individual agreement for Percoco was disclosed.
- Severance: Not disclosed for Percoco.
- Change-of-control: Equity award treatment may be adjusted/accelerated per the 2023 LTIP; executive-specific economics for Percoco not disclosed.
- Post-employment covenants: Standard confidentiality/IP assignment/non-solicit provisions cited for executives; Percoco not individually covered in the disclosed agreements.
- Clawback: No clawback policy disclosure was identified in the proxy.
Investment Implications
- Pay mix and alignment: Percoco’s 2024 compensation is predominantly cash (salary + bonus of $397,500), with modest equity ($8,150 option grant-date value), indicating limited equity alignment and potential for insider selling pressure only if future awards increase and vest; current vesting schedules for Percoco were not disclosed.
- Retention risk: Absence of a disclosed individual employment agreement, minimal disclosed equity, and lack of anti-hedging policy may lessen retention and alignment incentives relative to best practices.
- Execution signal: His inclusion in the Office of the Chairman and designation as BARDA Key Personnel point to operational accountability in manufacturing and government program delivery—execution outcomes (BARDA milestones, FDA clearance) are key levers for value creation.
- Governance red flags: No anti-hedging policy and no disclosed ownership guidelines heighten misalignment risk; monitor future equity grants (RSUs/PSUs) and any change-in-control protections that could materially impact payout economics.
Monitoring priorities: Track Form 4 filings for Percoco to assess insider activity and potential selling pressure; watch subsequent proxies for introduction of ownership guidelines, clawback provisions, and detailed bonus/PSU metrics tied to revenue, EBITDA, FDA/BARDA milestones.
Appendix: 2024 & 2023 Percoco Compensation Detail
| Component | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $250,000 | $260,000 |
| Bonus ($) | $30,000 | $137,500 |
| Stock Awards ($) | — | — |
| Option Awards ($) | — | $8,150 |
| All Other Compensation ($) | $20,794 | $25,230 |
| Total ($) | $300,794 | $430,880 |
Citations:
- Office of the Chairman formation; Percoco role:
- Background and prior employers:
- BARDA Key Personnel listing:
- Summary Compensation Table:
- LTIP and change-in-control mechanics:
- Outstanding Equity Awards table (Percoco not listed; vesting not disclosed):
- Beneficial ownership table (Percoco not listed):
- Employment agreements disclosed for other execs:
- Insider trading/hedging policy disclosure:
