Wojciech Hlibowicki
About Wojciech Hlibowicki
Chief Technology Officer of Rumble Inc. since its inception in 2013; age 43; studied Mathematics at the University of Waterloo; described as the architect behind Rumble’s products and infrastructure, leading an international engineering team . The company does not disclose individual executive TSR or revenue/EBITDA metrics tied to CTO compensation; cash incentives are paid under a short-term incentive plan (STIP) with goals set by the Compensation Committee but specific targets are not disclosed, consistent with Rumble’s Emerging Growth Company status which limits certain compensation disclosures .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Rumble Inc. | Chief Technology Officer | 2013–present | Architected core products and infrastructure; leads global engineering team |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| None disclosed | — | — | — |
Fixed Compensation
- CTO compensation details (base salary, target bonus, actual bonus, perquisites) are not disclosed because the CTO was not a Named Executive Officer (NEO) in Rumble’s 2024 and 2025 proxy statements; Rumble is an Emerging Growth Company and is exempt from certain executive compensation disclosures and advisory votes .
Performance Compensation
- Incentives framework: Rumble’s STIP pays cash awards based on performance goals set by the Compensation Committee; specific metrics/weights are not disclosed and the committee/CEO retain adjustment discretion .
- Equity framework: Under the Rumble Inc. 2022 Stock Incentive Plan (and prior plan), executives are granted RSUs and stock options that generally vest in three or four equal annual installments beginning on the first anniversary of grant; vesting mechanics are plan-wide, but award-level details for the CTO are not disclosed in the proxies .
Equity Ownership & Alignment
Beneficial ownership and equity structure show meaningful alignment and potential future selling capacity via options; escrow restrictions from the Business Combination limit near-term liquidity on some holdings.
| Metric | Dec 31, 2023 | Apr 10, 2025 |
|---|---|---|
| Total Beneficial Ownership (Class A equivalent shares) | 15,363,038 | 8,279,109 |
| ExchangeCo/Class C shares (1:1 exchangeable to Class A) | 4,618,833 | 1,522,031 |
| Options exercisable within 60 days | — (not disclosed) | 6,745,208 |
| Direct Class A shares owned | — (not disclosed) | 11,870 |
| Ownership % of Class A | 5.3% | 2.4% |
| Voting power % | 1.0% | <1% |
- Escrow restrictions: All 1,522,031 ExchangeCo shares were subject to escrow; of the 6,745,208 options exercisable within 60 days, 3,538,343 underlying shares were subject to escrow, limiting immediate saleability .
- Hedging/pledging policy: Rumble discourages certain derivative transactions but generally does not prohibit officers and employees from hedging or pledging company securities; no individual pledging by Hlibowicki is disclosed .
Employment Terms
- Employment agreement, severance, non-compete, and change-of-control terms for the CTO are not disclosed in the proxies; such details are provided for the CEO/COO/GC only .
Investment Implications
- Alignment: Significant long-dated equity and options indicate skin-in-the-game; however, a notable portion was under escrow as of April 2025, tempering near‑term selling pressure .
- Potential supply overhang: Options exercisable within 60 days (6.75M shares) represent capacity for future sales if escrow conditions lapse or are met; monitor Form 4 filings for exercise/sale activity and 10b5‑1 plan adoptions allowed by policy .
- Governance risk: Rumble is a controlled company (CEO holds high‑vote Class D stock), reducing board independence requirements; hedging/pledging is generally permitted—both are alignment red flags to track for insiders (no CTO pledging disclosed) .
- Disclosure gap: Absence of CTO-specific compensation metrics and employment protections increases uncertainty on pay-for-performance alignment and retention risk; investors should seek supplemental disclosures (8‑Ks/IR) or direct engagement with the Compensation Committee .