Amanda Crawford
About Amanda Crawford
Amanda T. Crawford, age 38, is Chief Financial Officer (Principal Financial and Accounting Officer) of Owlet since July 9, 2024; she previously served as VP, FP&A (Mar 2022–Jul 2024). She is a CPA with a B.S. and Master of Accounting from the University of Utah and began her career at PwC . Crawford signed SOX 302 and 906 certifications for Q3 2025, underscoring accountability for disclosure controls and financial reporting . 2024 executive bonuses were tied to a pre‑established EBITDA target and paid at 100% of target, evidencing pay-for-performance linkage; her 2024 non‑equity incentive payout was $105,000 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Owlet, Inc. | Chief Financial Officer | Jul 2024–present | Principal financial and accounting officer; responsible for disclosure controls/internal control certifications |
| Owlet, Inc. | VP, Financial Planning & Analysis | Mar 2022–Jul 2024 | Led FP&A supporting top line growth, margin expansion, profitability objectives |
| Swire Coca‑Cola, USA | Vice President of Finance | Feb 2020–Mar 2022 | Oversaw financial reporting, audit, budgeting/forecasting, M&A due diligence, risk management, corporate insurance |
| Swire Coca‑Cola, USA | Vice President, Corporate Controller | Jul 2014–Feb 2020 | Directed financial accounting/reporting and accounting operations |
| PricewaterhouseCoopers | Audit Associate | Early career | External audit experience; foundation for CPA credential |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No public company board memberships or external directorships disclosed for Crawford |
Fixed Compensation
| Metric | 2024 Actual | Current Terms |
|---|---|---|
| Base Salary ($) | $273,856 | $300,000 effective on promotion |
| Target Bonus (%) | — | 35% of base salary |
| Actual Annual Bonus ($) | $105,000 (paid in 2025; EBITDA target achieved at 100%) | Determined by company goals and individual performance per promotion letter |
Performance Compensation
Annual Cash Incentive
| Component | Metric | Weighting | Target | Actual | Payout Timing |
|---|---|---|---|---|---|
| Annual Cash Bonus | EBITDA performance | Not disclosed | 35% of base salary | 100% of target; $105,000 for 2024 | Paid in 2025 |
Equity Incentives (RSUs/RSAs)
| Grant/Action | Type | Shares (#) | Grant/Action Date | Vesting | Notes/Fair Value |
|---|---|---|---|---|---|
| Annual RSU grant | RSU | 66,519 | Sep 25, 2024 | 100% vests Mar 25, 2026 (continued service) | Included in 2024 stock awards total $306,540 (aggregate grant/incremental FV) |
| Prior RSU grant | RSU | 2,956 | Apr 15, 2022 | 25% at 1st anniversary; remaining quarterly through 3rd anniversary (to Apr 2025) | Market value at 12/31/24: $13,254 (at $4.45/share) |
| Voluntary exchange | RSA (from RSU) | 44,517 | Sep 2024 exchange; RSAs vested Dec 2024 | Full vest Dec 2024 | Incremental FV recognized per ASC 718 |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership (Common) | 69,691 shares held directly by Crawford |
| Ownership as % of outstanding | Less than 1% as of Aug 15, 2025 |
| Vested vs unvested | Vested: 44,517 RSAs (Dec 2024) ; Unvested: 66,519 RSUs vest Mar 25, 2026 ; 2,956 RSUs from 2022 scheduled to complete by Apr 2025 |
| Options (exercisable/unexercisable) | None disclosed for Crawford in outstanding awards table |
| Shares pledged as collateral | Not disclosed; Insider Trading Compliance Policy prohibits hedging; pledging not specifically disclosed |
| Ownership guidelines | Not disclosed for executives |
| Anti‑hedging | Hedging and derivative transactions prohibited for directors, officers, employees |
| Clawback | Executive incentive compensation subject to Dodd‑Frank/NYSE clawback; no recoveries required for immaterial cash flow classification revisions |
Employment Terms
| Term | Key Economics / Provisions |
|---|---|
| CFO appointment | Effective July 9, 2024 |
| Promotion letter (7/9/2024) | Base salary $300,000; target bonus 35% of base; eligibility for Board‑approved RSU award targeted $200,000–$300,000; severance of 6 months’ base if terminated without “cause” (subject to release) |
| CIC Severance Plan (Aug 2023) | Upon covered termination within 3 months pre/12 months post change‑in‑control: 12 months base salary + prorated target bonus for year of termination; 12 months health coverage; accelerated vesting of all unvested equity awards (in lieu of other separation benefits) |
| Trigger structure | Double‑trigger (termination without cause or for good reason plus change‑in‑control) |
| Indemnification | Expected to enter standard D&O indemnification agreement |
| Officer exculpation | Delaware charter amendment adding officer exculpation adopted and filed; limits monetary liability for certain stockholder direct claims per DGCL 102(b)(7) (no protection for loyalty, bad faith, knowing violations) |
| Non‑compete / non‑solicit | Not disclosed |
| Auto‑renewal / garden leave | Not disclosed |
Risk Indicators & Red Flags
- Late Section 16(a) filing: one late Form 4 reported for Crawford in 2024 (minor compliance flag) .
- Significant single‑date RSU vest in March 2026 (66,519 shares) could create sell‑to‑cover pressure; exchange program aimed to stagger settlements in 2024 indicates management attention to trading pressure mitigation .
- Officer exculpation reduces personal monetary liability in certain stockholder suits; while standard in Delaware, investors should weigh governance balance with clawbacks and anti‑hedging .
Compensation Committee & Benchmarking Context
- Compensation Committee: Zane Burke (Chair), Melissa Gonzales, John Kim; oversees executive compensation, severance agreements, clawback compliance .
- Consultant: Korn Ferry engaged in 2024 for benchmarking and program design; no disclosed conflicts .
Investment Implications
- Pay-for-performance alignment: 2024 bonus paid at target based on EBITDA; current formulaic structure reduces discretion risk . Equity is primarily time‑based RSUs with a large vest in March 2026, suggesting retention focus but potential short‑term trading pressure at vest; the 2024 RSU→RSA exchange program indicates proactive management of settlement dynamics .
- Change‑in‑control economics: Double‑trigger cash plus full acceleration of equity awards may increase deal‑related payouts; investors should model CIC outcomes for dilution and cash needs .
- Governance and risk controls: Anti‑hedging and clawback policies support alignment; officer exculpation is standard but underscores importance of robust board oversight and audit rigor (Crawford’s SOX certifications) .
- Ownership skin‑in‑the‑game: Crawford’s direct ownership (<1%) with sizable unvested RSUs ties upside to future performance and tenure; absence of disclosed executive ownership guidelines is a governance gap to monitor .