Stan Micek
About Stan Micek
Stan Micek, 63, has served as Chief Operating Officer since April 2024, overseeing research, development, and program management at Spectral AI (MDAI). He holds a B.S. in Chemical Engineering (Illinois Institute of Technology) and an MBA in Marketing and International Management (Kellogg). His credentials span corporate strategy, M&A, fiscal oversight, international marketing, complex negotiations, and multiple commercial product launches, with prior executive leadership roles at MiMedx Group, M2GEN (Aster Insights), The Ohio State University Comprehensive Cancer Center, and Abbott Laboratories . He was appointed interim COO effective April 8, 2024 .
Company performance during his tenure:
| Metric | Q2 2024 | Q3 2024 | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|---|---|
| Revenue ($USD) | $7,478,000 | $8,173,000 | $7,604,000* | $6,707,000 | $5,065,000 | $3,792,000 |
| EBITDA ($USD) | -$2,440,000* | -$884,000* | -$1,108,000* | -$894,000* | -$2,113,000* | -$3,311,000* |
*Values retrieved from S&P Global.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| MiMedx Group, Inc. | SVP, Business Development & Strategy | Not disclosed | Led market development for placental biologics . |
| M2GEN (now Aster Insights) | Chief Commercial Officer | Not disclosed | Oversaw all commercialization functions . |
| The Ohio State University Comprehensive Cancer Center | Executive leadership | Not disclosed | Executive role contributing to development/commercialization track record . |
| Abbott Laboratories | Executive leadership | Not disclosed | Executive role supporting product launches and global marketing . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| None disclosed for public company boards or comparable external directorships | — | — | — |
Fixed Compensation
| Year | Base Salary ($) | Target Bonus % | Actual Bonus ($) | Stock Awards ($) | Option Awards ($) | All Other Comp ($) | Total ($) |
|---|---|---|---|---|---|---|---|
| 2024 | $270,000 | Not disclosed | $0 | $0 | $0 | $0 | $270,000 |
- Employment agreements provide base salary and eligibility for annual bonus; specifics (targets/percentages) not disclosed .
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| Annual Cash Bonus Eligibility | Not disclosed | Not disclosed | Not disclosed | Not disclosed | Not disclosed | N/A (2024 no bonus paid) |
| Equity under 2023 LTIP (plan terms) | Options/RSUs permitted | Committee discretion | Not disclosed | Not disclosed | Not disclosed | Committee may accelerate on Change in Control; options forfeit if not exercised within 90 days post-termination |
- As of FY 2024, Micek had no outstanding option or RSU grants reported in the proxy’s NEO tables .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership | 10,000 shares (as of April 15, 2025) |
| Ownership as % of outstanding | <1% (based on 25,628,121 shares) |
| Vested vs. unvested shares | No NEO-listed options/RSUs outstanding at FY 2024 |
| Options – exercisable/unexercisable | None disclosed for Micek at FY 2024 |
| Shares pledged as collateral | No pledging disclosure; Company does not prohibit hedging beyond insider trading windows (policy permits hedging transactions) |
| Stock ownership guidelines | Not disclosed in proxy – |
| Compliance status | Not applicable/Not disclosed – |
| Lock-up status | Named lock-up party in Oct 2025 offering (Restricted Period: 90 days after effective date; prohibits sales/hedging/registrations) |
| Lock-up exceptions | Transfers for estate planning; tax withholding/surrender upon vesting/exercise; 10b5-1 plans allowed but no transfers during Restricted Period; tender offer/change-of-control exception if transaction approved by Board |
Employment Terms
| Term | Summary |
|---|---|
| Start date / current role | Appointed interim COO effective April 8, 2024; serving as COO since April 2024 |
| Agreement scope | Executive Employment Agreement with base salary, annual bonus eligibility, severance eligibility upon involuntary termination, confidentiality, IP assignment, and post-employment non-solicit |
| Non-compete / non-solicit | Post-employment non-solicit; non-compete not specified in proxy |
| Change-of-control treatment (plan) | 2023 LTIP allows Compensation Committee to accelerate vesting upon Change in Control |
| Post-termination option exercise | Options must be exercised within 90 days post-termination or forfeited |
| Office of the Chairman | COO is part of Office of the Chairman governance structure |
| Recent capital markets constraints | Company executed Oct 2025 registered direct/PIPE raising ~$7.6M gross; lock-up applied to named insiders |
Investment Implications
- Alignment and skin-in-the-game: Micek’s beneficial ownership is 10,000 shares (<1%), with no reported outstanding equity awards as of FY 2024—limited direct equity alignment versus typical COO norms; Company permits hedging (no anti-hedging policy), a governance red flag for alignment .
- Pay-for-performance: 2024 compensation was entirely fixed cash ($270k) with no bonus or equity awards disclosed for the year; lack of disclosed performance metrics/targets limits visibility into incentive rigor .
- Insider selling pressure: He was a lock-up party in Oct 2025; selling/hedging restricted for 90 days post-effective date with defined exceptions (tax withholding, 10b5-1 setup without transfers). Near-term pressure reduced during the window, but restrictions were short in duration .
- Execution risk and funding: Company revenues declined sequentially through 2025 with negative EBITDA, while undertaking capital raises; operational turnaround and commercialization milestones under the COO’s remit are critical to restoring growth and reducing cash burn .
