James Rodberg
Chief Financial Officer and Treasurer at SGHT
Executive
About James Rodberg
James (Jim) Rodberg, age 42, was appointed Chief Financial Officer and Treasurer of Sight Sciences effective November 5, 2025, after serving as VP Finance & Corporate Controller since May 2021 and Interim CFO from January to April 2023; he holds a B.S. in Accounting from the University of Minnesota and is a CPA (inactive) . Prior roles include VP Finance and VP Internal Audit at nVent Electric (2020–2021; 2018–2020), Director of Finance at Abbott (2017–2018), progressive finance roles at St. Jude Medical (2009–2017), and audit/assurance at Deloitte (2005–2009) . For context, SGHT FY revenues were $79.9M in 2024 vs $81.1M in 2023 , and Q3 2025 revenue was $19.9M ; EBITDA improved annually from 2022 to 2024 (see table below)*.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Sight Sciences | CFO & Treasurer | Nov 2025–present | Finance leadership across surgical glaucoma and interventional dry eye; signed Q3 2025 10‑Q certifications . |
| Sight Sciences | VP Finance & Corporate Controller | May 2021–Nov 2025 | Built controllership and FP&A pre- and post-IPO; interim CFO in 2023 . |
| nVent Electric PLC | VP Finance; VP Internal Audit | 2020–2021; 2018–2020 | Led FP&A and internal audit at industrial tech firm . |
| Abbott Laboratories | Director of Finance | 2017–2018 | Post-acquisition integration (Abbott acquired St. Jude Medical) . |
| St. Jude Medical | Finance & Accounting leadership | 2009–2017 | Progressive finance roles at large medtech platform . |
| Deloitte | Audit & Assurance | 2005–2009 | External audit foundation . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No external board or committee roles disclosed in SEC filings for Rodberg . |
Fixed Compensation
| Component | Value | Notes |
|---|---|---|
| Base Salary | $400,000 | Set in CFO employment agreement effective Nov 5, 2025 . |
| Target Annual Bonus | 50% of base salary | Eligible under annual cash incentive program . |
| Initial RSU Award | $100,000 fair value | Vests in 16 equal quarterly installments from Dec 31, 2025 through Sep 30, 2029; shares set by closing price on first open window after Nov 5, 2025 . |
Bonus outcomes for 2024 (company program): NEO bonuses paid at 120.4% of target; 3-year average payout ≈81% of target, reflecting discipline .
Performance Compensation
Annual Cash Incentive Structure (2024 program design)
| Metric | Weighting | Target Structure | Thresholds / Caps | Notes |
|---|---|---|---|---|
| Revenue | 30% | Pre-determined annual revenue | Minimum threshold; no payout below min; component caps | Focus on stabilizing and growth in surgical glaucoma . |
| Operating Expense | 30% | Annual OpEx goals | Minimum threshold; component caps | Drive cash flexibility . |
| Market Access | 20% | Coverage/reimbursement milestones | Component caps | Pursue TearCare reimbursement and coverage . |
| Clinical | 10% | Clinical/R&D milestones | Component caps | SAHARA-related and other clinical objectives . |
| Research & Development | 10% | R&D milestones | Component caps | Product and evidence generation . |
| “Kickers” (conditional) | +15% | Two additional strategic initiatives | Payable only if ≥3 core objectives achieved at/above target | Adds upside if key initiatives met . |
| Outcome | Payout vs Target |
|---|---|
| 2024 Company Program Result | 120.4% of target |
Equity Awards and Vesting
| Award Type | Grant Detail | Vesting | Quantity / Terms |
|---|---|---|---|
| RSUs (CFO promotion) | Fair value $100,000 | 16 equal quarterly installments from Dec 31, 2025 to Sep 30, 2029 | Shares based on closing price at grant; first trading day in open window after Nov 5, 2025 . |
| RSUs (prior grant) | 22,300 RSUs | 4 equal annual installments Dec 1, 2023–Dec 1, 2026 | Standard 2021 Plan RSUs . |
| RSUs (prior grant) | 4,400 RSUs | 1,100 vested Jan 1, 2023; 3,300 vest Jan 1, 2024–Jan 1, 2026 | Prior RSU award schedule . |
| Stock Options (May 25, 2021) | 27,500 shares @ $10.96 | 25% at May 16, 2022; remaining monthly over 36 months | Expires May 24, 2031 . |
| Stock Options (Feb 9, 2022) | 13,100 shares @ $17.52 | 48 equal monthly installments commencing Feb 1, 2022 | Expires Feb 8, 2032 . |
Equity grant philosophy: emphasis on RSUs over options; awards sized by dollar value; historic targeting up to 75th percentile of peer group; performance-based equity planned for 2026 grant cycle .
Equity Ownership & Alignment
| Item | Amount | Notes |
|---|---|---|
| Direct Common Shares | 28,252 | As reported in Form 3 filing Nov 6, 2025 . |
| Unvested RSUs | 117,774 | As reported; subject to vesting . |
| Stock Options Outstanding | 27,500 @ $10.96; 13,100 @ $17.52 | Vesting schedules and expirations per grants . |
| Shares Outstanding (Company) | 52,871,731 | As of Oct 31, 2025 . |
| Ownership % (Direct only) | ~0.05% | 28,252 ÷ 52,871,731 (derived from and ). |
| Pledging / Hedging | Prohibited | Company policy prohibits hedging and pledging by executives/directors . |
| Stock Ownership Guidelines | 1× annual base salary for other executive officers | Compliance within 5 years; retain 100% of net shares if below guideline . |
Employment Terms
| Term | Detail |
|---|---|
| Appointment | CFO & Treasurer effective Nov 5, 2025 . |
| Severance (no CiC) | If terminated without cause or resigns for good reason: (i) 12 months base salary; (ii) unpaid prior-year bonus when paid to other executives; (iii) COBRA premium payments/reimbursement up to 12 months (net of active-employee share) . |
| Definitions | “Cause” and “Good Reason” defined with notice/cure; includes reduction in comp, material decrease in authority, relocation >35 miles, failure of successor to assume agreement, material breach, and specified misconduct grounds . |
| Indemnification Agreement | Standard executive officer indemnification entered into . |
| Clawback | Policy to recover incentive compensation after restatement within 3 years; misconduct not required . |
| Related Party | No Item 404(a) related party transactions for Rodberg . |
Company Performance Context (for pay-for-performance assessment)
Annual Performance
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues ($) | $71,331,000 | $81,056,000 | $79,866,000 |
| EBITDA ($) | -$83,244,000* | -$56,660,000* | -$49,820,000* |
- Values retrieved from S&P Global.
Quarterly Revenues (latest four quarters)
| Metric | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|
| Revenues ($) | $19,074,000* | $17,508,000 | $19,564,000 | $19,906,000 |
- Values retrieved from S&P Global.
Compensation Committee & Governance (alignment safeguards)
- Committee members: Erica Rogers (Chair), Brenda Becker, Donald Zurbay; met five times in 2024; Compensia engaged as independent consultant for peer selection and program design .
- Governance features: pay-for-performance philosophy, long-term vesting, no tax gross-ups, no special retirement plans, hedging/pledging prohibited, clawback policy, stock ownership guidelines .
Investment Implications
- Alignment and retention: Cash comp is modest (salary $400k; 50% bonus target), with meaningful time-based RSU exposure; quarterly RSU vesting from the 2025 promotion may create regular selling windows, though the insider trading policy and ownership guidelines (retain net shares until compliant) temper near-term selling pressure .
- Performance linkage: Cash bonuses tie to revenue, OpEx, market access, and clinical/R&D goals; 2024 payout at 120.4% signals achievement of operational objectives amid reimbursement uncertainty, while 3-year average of ~81% evidences discipline .
- Future equity structure: Committee plans to introduce performance-vested equity in 2026, which should improve pay-for-performance alignment for executives, including Rodberg; historical shift from options to RSUs lowers risk and burn rate; many legacy options company-wide are “out-of-the-money,” reducing exercise-driven supply .
- Downside protection: Severance at 1× salary plus COBRA and prior-year bonus (no CiC terms disclosed for Rodberg) offers retention without excessive parachute risk; clawback and no gross-ups support shareholder-friendly posture .