Billy Pardo
My SizeAbout Billy Pardo
Billy Pardo is Chief Operating Officer and Chief Product Officer of My Size, Inc., serving as CPO since May 2014 and COO since April 2019 . She holds an MBA from The Interdisciplinary Center and a B.A. in Computer Science from The Academic College of Tel-Aviv-Yaffo, and is 50 years old per the 2025 proxy . Company performance under the current leadership showed FY2024 revenue growth of 18% to $8.26M and a 37% reduction in net loss, setting a backdrop for evaluating incentive alignment and execution .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Fourier Education | Senior Director of Product Management | 2010–2013 | Led launches from concept to delivery; einstein Science Tablet recognition |
| Time to Know | Project Manager | — | Product management experience in ed-tech |
| RiT Technologies | Product Marketing Manager | — | Product marketing in networking/technology |
| Pricer AB | Product Manager; R&D Team Leader | — | Product and technical leadership in retail tech |
| Eldat Communication Ltd. | Software Engineer | — | Engineering background |
| NICE Systems | QA Engineer | — | Quality assurance experience |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed in company filings reviewed | — | — | No external directorships or public company board roles listed in biographies |
Fixed Compensation
| Metric (USD) | 2021 | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Salary | $162,000 | $134,000 | $128,000 | $159,000 |
| Bonus Paid | $7,000 | — | — | — |
| All Other Compensation | $74,000 | $100,000 | $91,000 | $62,000 |
All Other Compensation detail:
| Component | 2023 | 2024 |
|---|---|---|
| Automobile-related expenses | $14,000 | $14,000 |
| Manager’s insurance (includes severance savings/pension/disability) | $23,000 | $24,000 |
| Education fund | $12,000 | $12,000 |
| Other social benefits (incl. tax on benefits) | $42,000 | $12,000 |
Base salary in local currency (per Employment Agreement):
- NIS 47,500 per month (Chief Product Officer)
Performance Compensation
Stock awards (RSUs):
| Grant Date | Shares Granted | Vesting | Change-of-Control (CoC) Terms |
|---|---|---|---|
| Sep 29, 2022 | 600,000 shares | Vest in 3 equal installments on Jan 1, 2023/2024/2025 | Accelerated vesting upon CoC |
| Feb 14, 2024 | 18,750 shares (post reverse-split) | Vest in 3 equal installments on Jan 1, 2025/2026/2027 | Accelerated vesting upon CoC |
Summary compensation “Stock Awards ($)” (USD):
| Year | Stock Awards ($) |
|---|---|
| 2021 | — |
| 2022 | $53,000 |
| 2023 | $51,000 |
| 2024 | $39,000 |
Options:
| Grant Date | Count | Original Exercise Price | Repriced Exercise Price | Expiration | Vesting Detail |
|---|---|---|---|---|---|
| May 29, 2019 | 112 (exercisable) | $8.72 | — | May 29, 2025 | Vested 27 immediately; 28 on Jan 24, 2019; 28 on Jan 24, 2020; 28 on Jan 24, 2021 |
| Oct 8, 2020 | 650 (exercisable) | $8.72 | $1.28 (as of Jun 4, 2025) | Aug 10, 2025 | 163 on Nov 26, 2020; 163 on May 26, 2021; 162 on Nov 26, 2021; 162 on May 26, 2022 |
Option repricing history (red flag for dilution/pressure):
- Jul 13, 2023: Options (including Pardo’s 6,094 pre-split) repriced to $1.09 from $26.00 (pre reverse-split) .
- Jun 4, 2025: Options (including Pardo’s 650 post-split) repriced to $1.28 from up to $8.72 .
Equity Ownership & Alignment
Beneficial ownership:
| As-of Date | Shares Beneficially Owned | % of Outstanding | Notes |
|---|---|---|---|
| Nov 9, 2023 | 143,578 | 4.8% | Includes 24,000 RS; 6,094 options; plus spouse holdings deemed beneficial |
| Nov 4, 2024 | 73,200 | 5.8% | Includes 21,750 RS; 650 options; plus spouse holdings deemed beneficial |
| Jul 8, 2025 | 65,200 | 2.10% | Includes 21,750 RS; 400 options; plus spouse holdings deemed beneficial |
Unvested equity as of year-end:
| Year-end | Unvested RSUs (shares) |
|---|---|
| 2022 | 24,000 |
| 2023 | 3,000 |
| 2024 | 19,750 |
Options status:
- 2019 grant and 2020 grant listed as exercisable in 2023–2025 outstanding awards tables; no unexercisable balances disclosed for Pardo in these tables .
Family relationship (governance note):
- Pardo is spouse of CEO Ronen Luzon; beneficial ownership cross-referenced in proxies (each may be deemed to beneficially hold the other’s securities) .
Employment Terms
| Term | Disclosure |
|---|---|
| Role and Agreement | Pardo Employment Agreement effective Sep 1, 2018; serves as Chief Product Officer (also COO since Apr 2019) |
| Base Salary | NIS 47,500 per month |
| Bonus Eligibility | Eligible for bonus as determined by the company (no target % disclosed) |
| Benefits | Israeli-standard social benefits: education fund, pension/manager’s insurance, disability insurance, vacation, sick leave, expense reimbursement |
| Notice/Termination | Agreement continues until either party gives 75 days’ written notice; termination for Cause without notice/payment |
| Severance | Company payments to pension/manager’s insurance are made in lieu of severance, subject to conditions |
| Change-of-Control | RSUs from 2022 and 2024 subject to accelerated vesting upon change of control (single-trigger acceleration for time-based awards) |
| Clawbacks/Ownership Guidelines | Not disclosed in reviewed filings |
Investment Implications
- Pay mix tilted to fixed cash and time-based RSUs; lack of disclosed performance metrics (revenue/EBITDA/TSR) tied to payouts suggests limited pay-for-performance linkage for Pardo’s awards, though company-level 2024 results improved materially (revenue +18%, net loss down 37%) .
- Two option repricings (2023 to $1.09; 2025 to $1.28) signal dilution risk and potential selling pressure when options are in-the-money; repricing is a governance red flag indicating willingness to reset underwater options .
- Beneficial ownership is meaningful but intertwined with spouse CEO’s holdings; cross-beneficial ownership and spousal relationship raise related-party alignment/independence considerations for trading signals and governance risk .
- Severance economics are relatively light (Israeli manager’s insurance contributions in lieu of severance) with at-will structure and 75-day notice, but single-trigger CoC acceleration on time-based RSUs increases exit optionality and may affect retention calculus in strategic scenarios .
- No recent Form 4 transactions were found in our document search, limiting direct insight into near-term insider selling pressure; monitor future filings around vest dates and post-repricing windows [Search returned none for Form 4; tool result].