Stanley Beckley
About Stanley Beckley
Stanley Beckley is Chief Financial Officer of Motorsport Games Inc. (MSGM), appointed permanently on May 16, 2024 after serving as Interim CFO since November 8, 2023; he was 42 at appointment . He holds Bachelor’s and Master’s degrees in Accounting (with honors) from Florida International University, is a CPA in Florida and Virginia, and is a Certified Fraud Examiner and Chartered Certified Accountant . Under his tenure, MSGM’s revenues rose from $1.76M in Q1 2025 to $3.10M in Q3 2025 and net income was positive in Q1–Q3 2025 ($1.04M, $4.26M, $0.79M), reflecting improved operating performance amid constrained equity compensation capacity .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Motorsport Games Inc. | Chief Financial Officer | May 16, 2024 – Present | Principal Financial & Accounting Officer; signed SOX 302 certifications, overseeing controls and reporting |
| Motorsport Games Inc. | Interim Chief Financial Officer | Nov 8, 2023 – May 16, 2024 | Stabilized finance function during transition; signed SOX 302 as Interim CFO |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Driven Lifestyle Group LLC (majority stockholder of MSGM) | Chief Accounting Officer | Feb 2021 – Present | Led accounting oversight for majority owner; shared services alignment with MSGM |
| H.I.G. Capital | Corporate Controller | 2017 – 2020 | Private equity portfolio financial controls and reporting |
| KPMG | Senior Manager, Audit | ~9 years | Led audit engagements, technical accounting expertise |
| CDR Companies | Chief Financial Officer | May 2022 – May 2023 | Operational finance leadership in emergency management services |
Fixed Compensation
| Year | Base Salary Rate | Cash Bonus (discretionary/guaranteed) | All Other Compensation | Notes |
|---|---|---|---|---|
| 2023 | $30,580 | $0 | $700 | Interim period partial year |
| 2024 | $230,000 (offer letter) | $0 (reported for FY 2024) | $7,213 | Offer letter set bonus eligibility; see Performance Compensation |
| 2025 | $300,000 effective Sep 1, 2025 | $30,000 “catch‑up bonus” for 2024, paid Sep 2025 | — | No equity awards available in 2024/2025 due to plan share constraints |
Performance Compensation
| Plan/Year | Metric | Weighting | Target | Actual | Payout | Vesting/Payment Timing |
|---|---|---|---|---|---|---|
| Offer Letter (FY 2024) | Annual bonus | — | $20,000 subject to performance metrics | Not paid for FY 2024 | $0 | N/A |
| 2025 Annual Bonus | Four key metrics (not disclosed) | 25% each (total 100%) | 20% of CFO base salary (i.e., 20% of $300,000) | Not disclosed | TBD | Paid in cash Q1 2026 |
| 2025 Catch‑up | 2024 catch‑up bonus | — | — | — | $30,000 (one‑time) | Paid Sep 2025 |
No equity awards were granted to executives in 2024 or 2025 due to insufficient authorized shares under the 2021 Equity Incentive Plan; Board sought peer benchmarking via Alliant Human Capital to calibrate cash compensation .
Equity Ownership & Alignment
| As of | Shares Beneficially Owned (Class A) | Options – Exercisable | Options – Unexercisable | Ownership % of Outstanding | Hedging/Pledging | Notes |
|---|---|---|---|---|---|---|
| Aug 27, 2025 | 0 (table shows “—”) | 0 | 0 | 0% (5,078,450 Class A and 700,000 Class B outstanding) | Hedging prohibited by Insider Trading Policy; shorting and monetization transactions barred | No disclosure of pledging; company maintains clawback policy for awards |
2024 Outstanding Equity Awards table shows no awards for Beckley; CEO had options, CFO had none . 2024/2025 equity grants not available company‑wide due to plan share limits .
Employment Terms
| Term | Detail |
|---|---|
| Appointment & Tenure | Interim CFO from Nov 8, 2023; permanent CFO from May 16, 2024; age 42 at appointment |
| Contract Type | Offer letter; at‑will employment |
| Base Salary | $230,000 per Offer Letter ; increased to $300,000 effective Sep 1, 2025 |
| Bonus Eligibility | Offer Letter: $20,000 annual bonus (subject to metrics) ; 2025 plan: 20% of base, four equal metrics, payable Q1 2026 |
| Severance | If terminated without Cause and not employed/consulting for affiliates: continuation of unpaid base salary through three months after termination |
| Equity Awards | None outstanding for Beckley at FY 2024; none granted to executives in 2024–2025 due to plan capacity |
| Clawback | All awards subject to company clawback policy; Dodd‑Frank compliant |
| Change‑of‑Control | Director option awards vest on CoC per plan; executive specifics not disclosed; potential 280G excise tax implications noted at plan level |
| Insider Policy | Hedging/shorting prohibited; Insider Trading Policy in force |
| Related Party | No transactions involving Beckley requiring Item 404(a) disclosure |
| Compliance | Late Form 3 for Interim CFO appointment filed Nov 20, 2023 (company disclosure) |
Performance & Track Record
| Metric | Q2 2024 | Q3 2024 | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|---|---|
| Revenue ($USD) | $1,881,653 | $1,802,946 | $1,973,827 | $1,758,453 | $2,591,840 | $3,100,018 |
| Net Income ($USD) | $2,105,928* | ($554,580)* | ($3,854,398)* | $1,041,058 | $4,258,400 | $789,296 |
*Values retrieved from S&P Global.
Beckley signed the CFO SOX certifications in Q2 and Q3 2025, indicating responsibility for controls and disclosure procedures .
Compensation Committee & Governance Context
- Compensation Committee members: John Delta (Chair), Andrew P. Jacobson, Navtej Singh Sunner; responsibilities include setting executive goals/compensation and administering equity plans .
- Equity Incentive Plan share constraint: only 2,634 shares available as of Dec 31, 2024; Board sought stockholder approval to increase plan to 300,000 shares; approval efforts failed at Oct 2024 and Apr 2025 meetings, constraining equity awards in 2024–2025 .
- Beneficial ownership snapshot Aug 27, 2025 shows Beckley with no reported beneficial holdings; largest holders include Driven Lifestyle Group LLC (Class A and all Class B) and Sharp Arrow Global Tech Ventures L.P. .
Investment Implications
- Alignment: Absence of equity awards and zero reported beneficial ownership reduces direct equity alignment; hedging prohibited mitigates misalignment risk, but lack of equity grants in 2024–2025 limits long‑term incentive exposure .
- Retention & Incentives: Base salary increased to $300,000 and 2025 bonus set at 20% of base across four metrics, indicating a pivot to cash‑based, metric‑linked pay during equity plan constraints; one‑time 2024 catch‑up bonus adds near‑term retention .
- Severance/CoC: Severance is modest (three months of salary) with no disclosed CoC cash multiples, limiting downside parachute risk; plan‑level clawback in place .
- Execution: Financial performance improved in 2025 with positive net income across Q1–Q3 and rising revenue, supporting potential 2025 bonus attainment; continued inability to secure equity plan approvals increases reliance on cash pay, which may affect medium‑term retention and alignment .