Jim Heindlmeyer
About Jim Heindlmeyer
Reservoir Media’s Chief Financial Officer since April 2021, age 53, with prior roles spanning operations, digital music, and finance; educated at Boston University (BS, magna cum laude) . Under his tenure, RSVR guided FY26 revenue to $164–$169 million (midpoint +5% YoY) and adjusted EBITDA to $68–$72 million (midpoint +7% YoY) ; Q1 FY26 posted revenue of $37.2 million (+5% organic YoY), OIBDA $12.8 million (+12% YoY), adjusted EBITDA $13.9 million (+10% YoY), and weighted average diluted shares ~65 million .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Reservoir Media, Inc. | Chief Financial Officer | Apr 2021–present | Oversees accounting, IT, HR, business development, label operations |
| Reservoir Media, Inc. | EVP, Operations | Jan 2020–Mar 2021 | Led company-wide operational functions |
| Independent | Consultant | Dec 2017–Jan 2020 | Advisory in digital/media operations |
| Yonder Music | President & COO | Jul 2013–Oct 2017 | Launched music service across S/SE Asia; built local subsidiaries/offices |
| KPMG LLP; TVT Records; The Orchard; Beyond Oblivion | Various finance/digital roles | Not disclosed | Early career in audit/finance; >10 years leading finance at TVT; roles in digital platforms |
External Roles
No public company directorships or external board roles disclosed for Mr. Heindlmeyer .
Fixed Compensation
| Component | FY 2024 | FY 2025 |
|---|---|---|
| Base salary ($) | 358,750 | 367,719 |
| Target bonus (%) | 50% of base salary | 50% of base salary |
| Actual cash bonus paid ($) | 179,375 | 183,859 |
| Stock awards (RSUs) – grant-date fair value ($) | 175,000 | 179,373 |
| All other compensation ($) | 11,681 (401(k) contributions) | 11,973 (401(k) contributions) |
Notes:
- Annual base salary escalator: 2.5% per employment agreement .
- RSUs reflect equity portion of prior-year bonus under SEC grant reporting rules .
- Cash bonuses tied to pre-set financial criteria (e.g., adjusted EBITDA) and individual goals .
Performance Compensation
| Incentive type | Metric(s) used | Weighting | Target(s) | Actual(s) | Payout | Vesting terms |
|---|---|---|---|---|---|---|
| Annual cash bonus (FY24) | Adjusted EBITDA and individual goals | Not disclosed | Not disclosed | Not disclosed | $179,375 | Cash; standard annual payout |
| Annual cash bonus (FY25) | Adjusted EBITDA and individual goals | Not disclosed | Not disclosed | Not disclosed | $183,859 | Cash; standard annual payout |
| Annual equity (RSUs tied to annual bonus) | Company performance and individual goals per plan | Not disclosed | Not disclosed | Not disclosed | $175,000 (FY24); $179,373 (FY25) | Time-based RSU vesting; see schedule below |
Management commentary context: FY26 guidance implies +5% revenue and +7% adjusted EBITDA growth at midpoints, with execution focus on disciplined capital deployment ; Q1 FY26 delivered +5% organic revenue growth and +10% adjusted EBITDA growth .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total beneficial ownership | 104,054 shares; <1% of outstanding |
| Shares outstanding (reference base) | 65,239,735 as of Mar 31, 2025 |
| Options – exercisable | 56,466 @ $5.11 strike; expire 05/01/2029 |
| RSUs – unvested (as of 03/31/2025) | 37,066 units (see vesting schedule) |
| Hedging/Pledging policy | Long-term hedging permitted with pre-clearance; pledging not separately detailed |
| Ownership guidelines | Director stock ownership requirement (5x $20k retainer); no executive ownership guideline disclosed |
Vesting schedules (RSUs)
| Vesting date | Shares vesting |
|---|---|
| 05/31/2024 | 13,801 |
| 05/31/2025 | 13,801 (FY24 table) ; 25,434 (FY25 table) |
| 05/31/2026 | 11,632 |
Stock options (detail)
| Grant date | Exercisable options (#) | Strike ($) | Expiration |
|---|---|---|---|
| 07/28/2021 | 56,466 | 5.11 | 05/01/2029 |
Footnote: Beneficial ownership figures for executives include common shares plus shares issuable upon option exercise or RSU settlement per proxy methodology .
Employment Terms
| Term | Detail |
|---|---|
| Agreement dates | CFO agreement May 26, 2022; extended Dec 30, 2024 through Apr 1, 2027 |
| Base salary | $350,000 initial under agreement, with 2.5% annual increases |
| Target cash bonus | 50% of base salary; contingent on revenue and adjusted EBITDA targets |
| Annual equity | Target award equal to 50% of base salary under 2021 Incentive Plan; time/performance vesting possible |
| Severance (termination without cause) | Accrued obligations; prorated annual bonus; continued base salary payments for balance of term (subject to release) |
| Change-in-control economics | No enhanced change-in-control severance absent termination; no additional CoC benefits disclosed |
| Restrictive covenants | Perpetual mutual non-disparagement and confidentiality covenants; non-compete not described for CFO |
| Clawback policy | Incentive compensation clawback (SEC 10D/Nasdaq-aligned) effective Oct 2, 2023; applies to current/former executive officers |
| Hedging/Pledging | Long-term hedging permitted with pre-clearance; pledging not separately detailed |
Investment Implications
- Pay-for-performance mechanics center on adjusted EBITDA and revenue, with bonuses/equity linked to these outcomes; FY26 guidance (+5% revenue, +7% adj. EBITDA midpoints) and Q1 execution (+10% adj. EBITDA YoY) support alignment, though exact weighting/targets are undisclosed .
- Upcoming RSU vesting (11,632 shares on 05/31/2026) creates modest, date-certain supply; options (56,466 @ $5.11, expiring 2029) provide upside-aligned leverage with long-dated tenor .
- Severance structure (salary continuation for remaining term upon termination without cause; no enhanced CoC benefits) reduces windfall risk and suggests shareholder-friendly change-of-control posture .
- Beneficial ownership (<1%) indicates limited personal exposure versus total float; absence of executive ownership guidelines and permitted long-term hedging (with pre-clearance) temper alignment, making performance payout design and board oversight (comp committee independence) critical monitors .