Amany Ibrahim
About Amany Ibrahim
Amany Ibrahim, age 37, has served as NeoVolta’s Chief Operating Officer since October 1, 2025, following NeoVolta’s asset purchase of Neubau Energy; she previously led strategy, product innovation, and market expansion at Neubau Energy (2023–2025) and served as COO at HomeEnergy Inc. (2019–2023), and she serves on Neubau Energy’s board of directors . During her tenure start, NeoVolta reported FY 2025 revenue of $8.43M vs. $2.65M in FY 2024, and Q1 FY 2026 revenue of $6.65M*, indicating accelerating top-line trajectory alongside the Neubau integration; EBITDA and EBITDA margin were not disclosed* . Values retrieved from S&P Global.*
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Neubau Energy | Strategy lead; co-founder of modular residential battery platform | 2023–2025 | Led product innovation and market expansion; positioned next-gen modular platform for scale |
| HomeEnergy Inc. | Chief Operating Officer | 2019–2023 | Operational leadership in home energy storage; scaled operations |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Neubau Energy | Director | 2023–present | Board service concurrent with prior operating leadership |
Fixed Compensation
| Component | Terms |
|---|---|
| Base Salary | $250,000 per year, reviewed annually; cannot be reduced during term |
| Target Annual Bonus | 80% of base salary; maximum 130% of base salary; cash-based |
| Vacation | 4 weeks paid vacation annually |
| Insurance | Company to obtain $5M term life insurance; D&O insurance maintained |
| Benefits & Expenses | Employee benefit plan participation; reimbursement of reasonable business expenses |
Performance Compensation
| Metric Framework | Weighting | Target | Actual | Payout Form | Vesting |
|---|---|---|---|---|---|
| Annual goals set by CEO in consultation with COO within 45 days of anniversary | Not disclosed | 80% of base salary target (max 130%) | Not disclosed | Cash | N/A |
Equity Ownership & Alignment
| Award Type | Grant Size | Vesting | Acceleration | Trading/Hedging/Pledging |
|---|---|---|---|---|
| RSU Award | 450,000 RSUs | 36 equal quarterly installments following Oct 1, 2025; equal quarterly vest amounts of 12,500 shares per quarter derived from grant/term | Full acceleration upon Change in Control or termination without Cause/for Good Reason; immediate vesting of 12 months of unvested RSUs on certain terminations | Hedging and pledging prohibited by company policy ; 10b5-1 trading plans permitted; may sell up to 10% of vested shares per quarter; transfer to family/trusts permitted under conditions |
Employment Terms
| Term | Detail |
|---|---|
| Start Date & Title | Oct 1, 2025; Chief Operating Officer |
| Contract Term | Initial term Oct 1, 2025–Sep 30, 2028; automatic one-year renewals unless 30 days’ notice of non-renewal |
| Severance (No Cause / Good Reason) | 12 months base salary; pro-rated target bonus; 12 months COBRA; immediate vest of 12 months of unvested RSUs; full RSU acceleration if Change in Control within 60 days of termination; subject to release |
| Death/Disability | Accrued amounts; immediate vest of 12 months of unvested RSUs; pro-rated target bonus for year of termination |
| Non-Compete/Confidentiality | Employee non-compete and confidentiality agreements; non-compete only to extent enforceable under California law |
| Arbitration & Governing Law | AAA arbitration in San Diego County; governing law California |
| Clawback | Company Dodd-Frank restatement clawback policy; employment agreement clawback to extent required by law/exchange rules |
Performance & Track Record
- Led the integration of Neubau’s modular energy storage technology at NeoVolta; CEO highlighted expected accretion to revenue and gross margins and 30-minute installation systems available under NeoVolta brand .
- Prior roles emphasize operational scale-up and product innovation within residential energy storage, positioning platforms for rapid deployment .
Compensation Committee Analysis
| Committee | Members | Key Oversight Responsibilities |
|---|---|---|
| Compensation Committee | John Hass (Chair), Susan Snow, James Amos | Reviews/recommends all elements of executive compensation, approves employment/severance/change-of-control agreements, sets non-employee director compensation; all members independent and qualify as “nonemployee” directors; CEO reviews other execs’ performance but does not participate in his own comp deliberations . |
Company Performance Context
| Metric | FY 2023 | FY 2024 | FY 2025 |
|---|---|---|---|
| Revenues ($USD) | $3,455,813* | $2,645,072* | $8,426,835* |
| Metric | Q2 2025 | Q3 2025 | Q4 2025 | Q1 2026 |
|---|---|---|---|---|
| Revenues ($USD) | $1,071,581* | $2,014,105* | $4,750,913* | $6,650,258* |
- Cash from Operations: FY 2023: -$2,108,001*; FY 2024: -$1,016,362*; FY 2025: -$4,425,752*.
- Values retrieved from S&P Global.*
Risk Indicators & Red Flags
- Insider selling pressure risk: Employment agreement permits 10b5-1 plans and sales of up to 10% of vested shares per calendar quarter, which can create steady sell-side supply if large portions vest; transfers to family/trusts permitted under conditions .
- Change-of-control acceleration: Full vesting of all unvested RSUs upon Change in Control, and full acceleration if CoC occurs within 60 days of an eligible termination; increases payout sensitivity to corporate events .
- Hedging/pledging prohibited: Reduces misalignment risk; directors and employees cannot hedge or pledge company stock .
- Non-compete limitations: Non-compete only to extent enforceable under California law; retention relies more on equity vesting and severance economics than restrictive covenants .
Investment Implications
- Pay-for-performance structure: Cash bonus tied to annual goals and a multi-year RSU program aligns compensation to performance and retention; however, the 10% per-quarter sale allowance plus 36-quarter vesting cadence can introduce ongoing selling pressure around vest dates .
- Event sensitivity: Strong CoC acceleration terms for RSUs elevate executive incentives during strategic transactions; investors should monitor M&A signals and board actions closely .
- Alignment safeguards: Prohibitions on hedging and pledging improve alignment; clawback policy tied to restatements adds accountability .
- Execution track record: Ibrahim’s modular-platform experience and operational background support NeoVolta’s integration of Neubau and accelerated deployments that management expects to be accretive to revenue and margins .