Daniel Gabel
ONE STOP SYSTEMSAbout Daniel Gabel
Daniel Gabel, age 37, has served as Chief Financial Officer, Treasurer, and Secretary of One Stop Systems (OSS) since November 11, 2024. He brings 14+ years of finance and strategic leadership in the defense industry, including CFO roles at CAES’ Defense System Division and SEAKR Engineering (RTX), and earlier FP&A leadership within RTX’s Electronic Warfare Systems; he holds an MBA from Southern Methodist University and a BS in Business Administration from the University of Southern California . During his tenure at OSS spanning Q4 2024–Q3 2025, company revenue grew and EBITDA turned positive in Q3 2025, reflecting improving operating performance under the current leadership team .
Company performance during his tenure (quarterly)
| Metric | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|
| Revenue ($USD) | 15,140,146 | 12,259,088 | 14,108,585 | 18,756,199 |
| EBITDA ($USD) | (2,879,489)* | (1,721,013)* | (1,596,791)* | 795,870* |
*Values retrieved from S&P Global.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| CAES’ Defense System Division (Honeywell) | Senior Director of Finance; CFO, Defense System Division | Feb 2023–Nov 2024 | Led high-performing finance/accounting teams; drove financial excellence and controls in aerospace/defense . |
| SEAKR Engineering (RTX subsidiary) | Chief Financial Officer | Sep 2021–Feb 2023 | Financial leadership at space/electronics subsidiary; supported growth initiatives . |
| RTX (Raytheon) Electronic Warfare Systems | Finance Leader, FP&A | Oct 2019–Sep 2021 | Led planning/analysis for EW Systems portfolio . |
| RTX Corporation (Raytheon) | Various finance/accounting roles | Jul 2010–Oct 2019 | Progressive finance roles across RTX divisions . |
External Roles
No external public company board roles disclosed in OSS filings for Gabel; OSS also discloses no related-person transactions involving Gabel under Item 404 of Regulation S-K .
Fixed Compensation
| Year / Term | Base Salary ($) | Target Bonus % | Actual Bonus Paid ($) | Notes |
|---|---|---|---|---|
| 2024 | 36,346 | 40% of base | 75,000 | Sign-on bonus paid upon appointment; 2024 base was prorated from Nov 11 start date . |
| Contract (effective Nov 11, 2024) | 315,000 | 40% of base | N/A | Annual bonus under Variable Compensation Plan, paid if objectives met and subject to Board approval . |
Performance Compensation
- Annual variable compensation and equity are primary at-risk components.
| Incentive Type | Metric | Weighting / Target | Actual | Payout Mechanics | Vesting Details |
|---|---|---|---|---|---|
| Variable Compensation Plan (VCP) | Corporate and/or individual objectives set by Board | Target bonus = 40% of base | Not disclosed | Board discretion; paid annually after year completion; clawback applies per policy . | N/A |
| RSUs (time-based) | Time-based service vesting | 40,000 RSUs granted at appointment | Granted Nov 11, 2024 | Converts to shares as vesting occurs . | 25% on 11/11/2025 (10,000 RSUs); remaining 75% in six equal installments every six months (5,000 RSUs each) on 05/11/2026, 11/11/2026, 05/11/2027, 11/11/2027, 05/11/2028, 11/11/2028, subject to continued employment . |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership | 0 shares owned directly/indirectly as of March 21, 2025 . |
| Ownership % of outstanding | 0.0% of 21,539,412 shares outstanding . |
| RSUs outstanding (unvested) | 40,000 RSUs unvested; market value at 12/31/2024 shown in proxy . |
| Vested RSUs | 0 (grant date Nov 11, 2024; first vest one-year anniversary) . |
| Options outstanding | None reported for Gabel . |
| Shares pledged as collateral | No pledging disclosed . |
| Stock ownership guidelines | Not disclosed in proxy for executives . |
| Form 4 insider transactions | No Form 4 transactions located in our search (none found) [SearchDocuments: Form 4, no results]. |
Employment Terms
| Provision | Key Terms |
|---|---|
| Agreement term | Initial term 1 year from Nov 11, 2024, auto-renew annually, subject to earlier termination . |
| Severance (without cause) | 6 months of base salary paid on regular paydays; 6 months COBRA; proxy also discloses a lump-sum payment equal to then-current target bonus (40% of base) . |
| Resignation for Good Reason | 3 months of base salary on regular paydays; 3 months COBRA . |
| Change-in-Control (double-trigger) | If terminated without cause or resigns for Good Reason within 3 months before or 12 months after a Change-in-Control: lump-sum 6 months base salary; 6 months COBRA; pro-rated bonus through termination plus six months at 100% of plan; 100% acceleration of unvested equity awards and options (fully vested and, if applicable, exercisable) . |
| Clawback | Incentive compensation subject to clawback under company policy and applicable law (SEC/Nasdaq) . |
| 280G cutback | Payment reduction methodology to avoid 4999 excise tax to maximize after-tax benefit; detailed reduction and ordering rules . |
| Non-compete | During employment: no direct/indirect competition, subject to limited investment exceptions . |
| Non-solicit | No solicitation of OSS employees during employment and the applicable severance period for which severance benefits are paid . |
| Arbitration | Binding arbitration under FAA; class/collective action waiver; JAMS procedures; emergency injunctive relief process . |
| Benefits/perquisites | Medical/dental; paid sick leave; unlimited vacation policy; 401(k) matching (plan terms apply and may change); business expense reimbursement . |
Investment Implications
- Alignment and retention: Minimal current share ownership (0%) and time-based RSUs align retention via service requirements but provide limited immediate “skin-in-the-game”; double-trigger CoC with full acceleration increases change-of-control economics while 280G cutback mitigates excise tax exposure .
- Near-term equity supply: First RSU vest on 11/11/2025 (10,000 shares), then 5,000 shares every six months through 11/11/2028; these dates define potential incremental float from vesting events subject to trading windows/10b5-1 plans .
- Pay-for-performance mechanics: Annual bonus (target 40%) is discretionary and based on corporate/individual objectives under the VCP with clawback, reinforcing performance linkage; specific metrics/weightings are not publicly disclosed .
- Execution backdrop: Company EBITDA turned positive in Q3 2025 with revenue growth versus prior quarters, supporting management’s profitability focus; sustained performance could support variable compensation outcomes and talent retention in 2026* .
*Values retrieved from S&P Global.