Joseph Chalom
SharplinkAbout Joseph Chalom
Joseph Chalom, age 54, was appointed Co-Chief Executive Officer of SharpLink Gaming, Inc. effective July 24, 2025, after a 20-year career at BlackRock leading digital assets strategy, strategic ecosystem partnerships, and serving in senior operating roles; he holds a B.A. in International Studies from Johns Hopkins University and a J.D. from Columbia University School of Law . At BlackRock, he helped launch the iShares Ethereum Trust (ETHA), IBIT, and the BUIDL tokenized treasury fund, contributing to BlackRock becoming the largest manager of digital assets at the time; his appointment aligns with SharpLink’s Ethereum-focused strategy . Tenure at SBET began on July 24, 2025 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| BlackRock | Managing Director, Head of Strategic Ecosystem Partnerships | Oct 2021–Jun 2025 | Led digital assets, data, and tech ecosystem strategy; architected partnerships (Nasdaq, Coinbase, Anchorage, BNY Mellon, Circle) to drive institutional adoption |
| BlackRock | Interim Deputy Chief Operating Officer | Mar 2021–Oct 2021 | Senior operating leadership during transition period |
| BlackRock Solutions (Aladdin) | Chief Operating Officer | Over a decade | Scaled Aladdin portfolio/risk platform globally |
| Skadden Arps; Arnold & Porter | Corporate/Technology Attorney | Not disclosed | Legal foundation preceding operating leadership |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Securitize, Inc. | Board Member | May 2004–Jun 2025 | Tokenized assets and digital transfer agency leadership |
| Clarity AI, Inc. | Board Member | Jan 2021–Jun 2025 | AI-powered sustainability analytics platform governance |
Fixed Compensation
| Component | Value / Terms |
|---|---|
| Base Salary | $750,000 annually |
| Target Short-Term Incentive (STI) | 100% of base salary |
| Maximum STI Opportunity | 150% of base salary |
| Perquisites | Company-paid annual executive physical |
Performance Compensation
| Award / Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Sign-on RSU – Time-based portion | 67% of $7,000,000 award value | Not disclosed | N/A | N/A | 1/3 vests on first anniversary of 7/24/2025; remaining vests in equal quarterly installments thereafter; continued employment required |
| Sign-on RSU – Performance-based portion | 33% of $7,000,000 award value | Annual performance goals selected by Board over 3-year cycle | Not disclosed | Based on actual results | Vests based on performance over three-year cycle |
| 2026 Long-Term Incentive (LTI) | Target not less than $4,000,000 | Not disclosed | N/A | N/A | For fiscal year commencing July 1, 2026 |
| Sign-on Award Mechanics | Details |
|---|---|
| Grant Value Conversion | $7,000,000 divided by the average closing price over the 75 trading days prior to 7/24/2025, rounded down to whole shares |
Equity Ownership & Alignment
| Category | Amount |
|---|---|
| Beneficial Ownership (Common Shares) | 0 shares as of Aug 29, 2025 |
| Ownership % of Shares Outstanding | 0% of 194,067,724 shares outstanding as of Aug 29, 2025 |
| Unvested RSUs | 443,385 RSUs (excluded from beneficial ownership) |
| Stock Options (Exercisable/Unexercisable) | None disclosed for Chalom |
| Trading Practices / Risk Controls | Executives required to set up 10b5-1 plans; incentive compensation subject to Company’s Clawback Policy |
Employment Terms
| Provision | Terms |
|---|---|
| Effective Date | July 24, 2025 |
| Severance Triggers | Termination without cause; resignation for good reason; death or disability |
| Cash Severance | 2x base salary plus 2x target bonus |
| Prior-Year STI | Any earned STI for prior fiscal year but not yet paid will be paid |
| Pro-rated STI | Pro-rated STI for year of termination based on actual results |
| Health Benefits | Company-subsidized premiums for 18 months |
| Equity Treatment on Termination | Full vesting of time-based RSUs; pro-rated vesting of performance RSUs based on actual results for entire performance period |
| Change-in-Control (CIC) | All equity awards vest in full at CIC; performance awards vest based on performance through transaction date (single-trigger vesting) |
| Conditions | Release of claims required for severance |
| Covenants | Confidentiality, non-competition, non-solicitation, non-disparagement |
Compensation Committee Analysis
- Compensation philosophy emphasizes measurable goals, maximum award levels, peer benchmarking, mandatory 10b5-1 plans, and clawbacks .
- 2025 peer group criteria: Nasdaq-listed, market cap below $15 million, focus on sports/gaming/technology/digital marketing; peer group includes Connexa Sports Technologies, Gryphon Digital Mining, Hall of Fame Resort & Entertainment, Marin Software, Motorsports Games, Nextrip, and Verb Technology .
- Amended 2023 Equity Incentive Plan expanded share reserve and governs RSUs/options; includes governance features such as no option repricing without shareholder approval, no evergreen, and no current dividends on RSUs .
Performance & Track Record
- Led BlackRock’s digital assets ecosystem strategy; architected partnerships with Nasdaq, Coinbase, Anchorage Digital Bank, BNY Mellon, and Circle to drive institutional adoption .
- Under his leadership, BlackRock launched ETHA, IBIT, and the BUIDL tokenized treasury fund, contributing to BlackRock being the largest manager of digital assets at the time .
Investment Implications
- Pay-for-performance balance: Large sign-on equity with 33% performance-based RSUs aligns incentives with multi-year outcomes; however, single-trigger full vesting at CIC elevates potential change-of-control costs and may dilute long-term retention leverage .
- Near-term selling pressure risk: Current beneficial ownership is 0 shares, with 443,385 unvested RSUs as of Aug 29, 2025; time-based RSU vesting begins at the first anniversary and continues quarterly, which may create incremental supply upon vest dates absent 10b5-1 structured sales .
- Alignment and governance: Mandatory 10b5-1 plans and clawback policy reduce trading and misconduct risk; no pledging disclosed for Chalom, and equity vests are structured to reward continued service and performance .
- Benchmarking context: SBET’s micro-cap peer group and post-PIPE evolution suggest compensation levels may recalibrate; Chalom’s $750k base and not-less-than $4m 2026 LTI target reflect market-rate recruitment for institutional-grade digital assets leadership .