John Vieceli
About John Vieceli
John Vieceli, Ph.D., age 48, is Quantum‑Si’s Chief Product Officer (CPO) since August 2024. He joined the company in December 2022 as VP of Algorithms & Data Science, was elevated to VP of Software & Informatics in June 2023, then led product development as SVP in September 2023 before becoming CPO in August 2024; he previously held senior bioinformatics roles at Illumina (Senior Principal Bioinformatics Scientist, 2021–2022; Principal Bioinformatics Scientist, 2018–2020). He holds a Ph.D. in Theoretical Physical Chemistry from UC Santa Cruz and a B.S. in Biology & Chemistry from Santa Clara University . Company performance context during his tenure: Pay‑versus‑performance TSR rose from 2022 to 2024 with net loss improving in 2023 vs 2022 but widening in 2024; recent quarterly revenues were modest as commercialization ramps .
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| TSR – Value of $100 Investment ($) | $23.25 | $25.54 | $34.31 |
| Net Income ($ Millions) | (132.4) | (96.0) | (101.0) |
| Recent Revenue ($USD Thousands) | Q2 2025 | Q3 2025 |
|---|---|---|
| Total Revenue | $591 | $552 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Quantum‑Si | VP, Algorithms & Data Science | Dec 2022 – Jun 2023 | Built algorithmic/data science foundation for protein sequencing platform . |
| Quantum‑Si | VP, Software & Informatics | Jun 2023 – Sep 2023 | Expanded leadership to software/informatics across platform stack . |
| Quantum‑Si | SVP, Product Development | Sep 2023 – Aug 2024 | Took leadership of product development ahead of CPO appointment . |
| Quantum‑Si | Chief Product Officer | Aug 2024 – Present | Executive ownership of product strategy and execution . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Illumina | Senior Principal Bioinformatics Scientist | Jan 2021 – Dec 2022 | Led advanced bioinformatics supporting NGS applications . |
| Illumina | Principal Bioinformatics Scientist | Mar 2018 – Dec 2020 | Developed bioinformatics methods underpinning sequencing workflows . |
Fixed Compensation
- Not disclosed in the proxy for Vieceli (executive officer but not a named executive officer); the proxy lists NEOs only .
Performance Compensation
- RSU vesting has resulted in mandatory “sell‑to‑cover” transactions to satisfy tax withholding; disclosures specify these were not discretionary market sales, executed under plan terms set at grant date .
Equity Ownership & Alignment
- Insider transactions reflect recurring RSU vesting‑related sell‑to‑cover events, with post‑transaction holdings remaining substantial. No pledging or hedging is permitted by company policy, reducing misalignment risk .
| Date | Transaction Type | Shares | Price (Weighted Avg or Range) | Post‑Transaction Ownership |
|---|---|---|---|---|
| 2024‑09‑23 | Sale (sell‑to‑cover RSU vest) | 4,309 | $0.93843 | 164,799 shares |
| 2024‑12‑23 | Sale (sell‑to‑cover RSU vest) | 4,306 | $1.2936 | 160,493 shares |
| 2025‑03‑21 | Sale (sell‑to‑cover RSU vest) | 4,317 | $1.3855 | 864,509 shares |
| 2025‑06‑23 | Sale (sell‑to‑cover RSU vest) | 21,923 | $1.6139 | 842,586 shares |
| 2025‑09‑22 | Sale (sell‑to‑cover RSU vest) | 9,843 | $1.64–$1.72 | 832,743 shares |
| 2025‑09‑23 | Sale (sell‑to‑cover RSU vest) | 9,843 | $1.57–$1.79 | 822,900 shares |
Additional alignment notes:
- No adoption/modification/termination of Rule 10b5‑1 trading arrangements by officers during Q3 2025 per the company’s 10‑Q (Rothberg disclosed a plan; others did not) .
- Insider Trading Policy prohibits hedging and generally prohibits non‑recourse pledging of shares by officers/directors/employees .
Employment Terms
- Executive Severance Plan covers executive officers (including non‑NEOs). Terms differ for normal termination versus change‑in‑control (CIC) scenarios .
| Scenario | Cash Severance | COBRA | Equity Treatment |
|---|---|---|---|
| Terminated without cause (outside CIC period) | Salary continuation or lump sum for 9 months (executive officers) | Company contribution during severance period | Portion that would vest on an annual cliff date within 3 months post‑termination vests at termination |
| Terminated without cause or resigns for good reason during CIC period (double‑trigger) | Lump sum = base salary + target bonus × 1.0x (executive officers) | 12 months company contribution (executive officers) | All outstanding unvested equity awards fully vest at termination |
Governance and restrictions:
- Anti‑hedging and anti‑pledging policy applies company‑wide .
Investment Implications
- Insider selling is largely non‑discretionary and linked to RSU tax withholding, limiting negative signal from sales; sizable residual holdings indicate continued alignment with shareholders .
- Retention risk appears moderate: 9‑month cash severance outside CIC and 1.0x salary+target bonus with full equity acceleration under double‑trigger CIC provide downside protection and may influence executive calculus in a sale event .
- Policy prohibitions on hedging/pledging reduce alignment red flags; no 10b5‑1 plan activity recorded for officers in Q3 2025 suggests transactions are event‑driven (RSU vesting) rather than systematic selling .
- Execution risk remains tied to product development timelines and commercial scale‑up; recent revenues are low but consistent with early commercialization, contextualizing equity incentives’ long‑dated vesting/retention role .