Jim Ison - Chief Product Officer | ONE STOP SYSTEMS (OSS) Executive Profile & Compensation

About Jim Ison

Jim Ison is Chief Product Officer at One Stop Systems (OSS), with 21 years at the company since joining in 2004. He holds a BS in Aeronautical Engineering (Cal Poly SLO) and an MBA (University of Florida) . Age: 55 (as of March 31, 2025) . His remit spans product leadership and, historically, sales/marketing and managing OSS GmbH; proxies describe his “nearly three decades” of sales, product and marketing experience focused on AI at the edge . Company performance context: OSS reported consolidated Q3 2024 revenue of $13.70M, with OSS segment revenue up 17.5% YoY; management guided Q4 2024 consolidated revenue of ~$15.0M .

Past Roles

Organization	Role	Years	Strategic Impact
One Stop Systems, Inc.	Vice President of Sales & Marketing	2019	Led commercial development; set sales/marketing execution
One Stop Systems, Inc.	Chief Sales & Marketing Officer	2020	Expanded sales leadership as interim CEO transition occurred
One Stop Systems, Inc.	Chief Sales & Marketing Officer	2021	Continued commercial leadership at the edge compute focus
One Stop Systems, Inc.	Chief Product Officer and Chief Sales & Marketing Officer	2023	Combined product leadership with GTM; led tech evolution for AI applications
One Stop Systems, Inc.	Chief Product Officer	2024	Product leadership; expertise in AI edge deployments
One Stop Systems GmbH (subsidiary)	Managing Director	2023	Oversaw German subsidiary operations per employment agreement
Ziatech; Rittal (prior employers)	Senior sales/marketing positions	Not disclosed	Focused on COTS military and converged communications accounts

External Roles

Organization	Role	Years	Strategic Impact
None disclosed	—	—	—

Fixed Compensation

Metric	2019	2022	2023	2024
Salary ($)	$248,852	$283,039	$290,004	$303,191
Target Bonus %	-	25% of quarterly base	30% of annual base	40% of quarterly base
Actual Bonus Paid ($)	$30,577	$115,299	$25,900	$22,078
Other Compensation ($)	$34,689	$31,765	$38,108	$57,963
Total Compensation ($)	$338,418	$650,182	$555,412	$480,249

Performance Compensation

Component	Metric	Weighting	Target	Actual/Payout	Vesting
Annual Bonus 2024	Discretionary corporate/individual performance (Board)	N/A	40% of quarterly base	$22,078 cash	Cash, immediate
Annual Bonus 2023	Discretionary corporate/individual performance (Board)	N/A	30% of annual base	$25,900 cash	Cash, immediate
RSU Grant (Jul 1, 2024)	Time-based	N/A	44,300 shares	Fair value $97,017	3-yr; 25% at 1-year, then equal semiannual installments
RSU Grant (Mar 16, 2023)	Time-based	N/A	76,000 shares	Fair value $201,400	3-yr; 25% at 1-year, then equal semiannual installments
RSU Grant (Feb 3, 2022)	Time-based	N/A	56,000 shares	—	3-yr; 25% at 1-year, then equal semiannual installments

Equity Ownership & Alignment

Beneficial ownership trend | Metric | 2021 | 2022 | 2023 | 2024 | 2025 | |---|---:|---:|---:|---:|---:| | Beneficial Shares | 152,592 | 174,868 | 215,782 | 230,352 | 256,075 | | % of Outstanding | <1% | <1% | 1.1% | 1.1% | 1.2% |
Outstanding equity awards (as of Dec 31, 2024) | Award | Grant Date | Unvested Units (#) | Market Value ($) | Vesting | |---|---|---:|---:|---| | RSUs | Jul 1, 2024 | 44,300 | $148,405 | 3-yr; semiannual after 1-year | | RSUs | Mar 16, 2023 | 38,000 | $127,300 | 3-yr; semiannual after 1-year | | RSUs | Feb 3, 2022 | 9,334 | $31,269 | 3-yr; semiannual after 1-year | | Stock Options (exercisable) | Apr 18, 2017 | 20,000 | — | 10-yr term | | Stock Options (exercisable) | Apr 2, 2016 | 16,769 | — | 10-yr term |
Breakdown (2025): 219,306 shares held directly; 36,769 options exercisable within 60 days . No pledging or hedging disclosures identified in proxies; Insider Trading Policy is in place .

Employment Terms

Term	Details
Agreement dates	Effective June 1, 2023; initial 1-year term; auto-renew annually unless notice
Current role/comp	Chief Product Officer; base salary $306,400 (2024); target quarterly bonus = 40% of quarterly base
Bonus determination	Board discretion versus fundamental corporate/individual objectives
Severance (no cause / good reason)	6 months base salary paid on regular paydays; lump-sum equal to then-current target bonus; COBRA at company expense for 6 months; subject to release
Change-in-control (CoC)	Lump-sum 6 months base salary; COBRA for 6 months; 100% acceleration of all equity awards and options
Equity awards eligibility	Eligible under OSS 2017 Equity Incentive Plan (subject to Board discretion)
Clawback	Not specifically disclosed for Ison in proxies; Insider Trading Policy referenced

Investment Implications

Alignment: Beneficial ownership increased to 1.2% by March 2025 (256,075 shares), including 36,769 options; RSUs outstanding add time-based alignment with product execution .
Vesting-related supply: RSUs vest semi-annually after the one-year cliff (e.g., the 44,300-share 2024 grant begins vesting after July 1, 2025), which can create periodic selling pressure depending on personal liquidity needs .
Pay-for-performance: Bonuses are discretionary, with no explicit formulaic metrics disclosed; payouts fell from $115,299 (2022) to $25,900 (2023) to $22,078 (2024), indicating tighter corporate performance alignment or Board conservatism .
Retention/CoC economics: 6-month cash severance and full equity acceleration upon CoC reduce downside risk for Ison and can smooth transitions in strategic events; equity acceleration is a standard but noteworthy shareholder consideration .
Equity mix: Shift toward RSUs (2022–2024 grants) with limited new options suggests lower risk preference and steadier retention incentives; 2024 RSU grant fair value $97,017 vs. $201,400 in 2023 indicates moderated equity issuance amid plan share constraints and Board stewardship .

Note: OSS reported OSS-segment momentum in Q3 2024 (segment revenue up 17.5% YoY), with consolidated revenue $13.70M and Q4 2024 guidance ~$15.0M; this broader business backdrop informs compensation outcomes but is not attributed specifically to Ison .