Chee Jiong Ng
Singularity Future TechnologyAbout Chee Jiong Ng
Chee Jiong Ng, age 54, serves as Chief Financial Officer (CFO) of Singularity Future Technology Ltd. (“SGLY”). The company’s 10-K biography states he has been CFO since February 2023, while an 8-K confirms his appointment as CFO on February 21, 2025 following the resignation of the prior CFO; he is designated as the principal financial and accounting officer in certification exhibits . He holds a Bachelor’s in Economics (University of Sydney, 1993) and a Master’s in Commerce (University of New South Wales, 1995), and is a Certified Public Accountant (Australian Society of CPAs) since 1999 . He signed SOX 302/906 certifications for the FY2025 10-K and Q1 FY2026 10-Q, evidencing responsibility for disclosure controls and financial reporting .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Meta Data Limited | Chief Financial Officer | Nov 2021–Jul 2024 | Led finance and reporting; public company experience |
| Two Nasdaq-listed companies | Financial Advisor | Mar 2021–Oct 2021 | Supported annual/semi-annual reporting and financing activities |
| Dunxin Financial Holdings Limited (Eason Technology Limited, NYSE: DXF) | Chief Financial Officer | Dec 2017–Feb 2021 | Oversaw finance at US-listed issuer |
External Roles
| Institution/Body | Role/Qualification | Year(s) | Notes |
|---|---|---|---|
| University of Sydney | B.Econ | 1993 | Academic credential |
| University of New South Wales | M.Comm | 1995 | Academic credential |
| Australian Society of CPAs | Certified Public Accountant | Since 1999 | Professional qualification |
Fixed Compensation
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Salary ($) | — | $30,000 |
| Bonus ($) | — | — |
- Employment agreement effective February 21, 2025 sets base salary at $84,000 with a discretionary annual bonus .
Performance Compensation
| Incentive Type | Metric(s) | Weighting | Target | Actual | Payout Mechanics | Vesting |
|---|---|---|---|---|---|---|
| Annual Bonus | Discretionary (Board approval) | Discretionary | Not disclosed | Not disclosed | Paid only if employed on distribution date | N/A |
| Stock Awards (RSUs/PSUs) | N/A | N/A | N/A | N/A | None outstanding at FY-end | N/A |
| Options | N/A | N/A | N/A | N/A | None outstanding at FY-end | N/A |
Equity Ownership & Alignment
| As of Oct 13, 2025 | Shares Beneficially Owned | % of Outstanding | Vested vs Unvested | Options (Exercisable/Unexercisable) | Shares Pledged |
|---|---|---|---|---|---|
| Chee Jiong Ng | None (— in table) | — | N/A | None | Not disclosed (no pledging indicated) |
| Company Shares Outstanding (for % calc) | 4,203,492 | — | — | — | — |
| Notes: Item 12 reports no beneficial owners ≥5% and shows “—” for each officer/director; the “Outstanding Equity Awards” section states none are outstanding . |
Employment Terms
| Term | Detail |
|---|---|
| Effective date | Appointed CFO on February 21, 2025 |
| Term length | 1-year initial term; auto-renews for successive 1-year terms unless either party gives ≥30 days’ notice prior to anniversary |
| Base salary | $84,000 per U.S. calendar year |
| Annual bonus | Discretionary; subject to Board approval; payable only if employed on distribution date |
| PTO | 4 weeks per U.S. calendar year (prorated for partial years) |
| Expense policy | Reimbursement of reasonable business expenses; Board pre-approval required for any single expense ≥$100,000 |
| Place of performance | Primarily remote (home) or other Board-approved location; travel may be required |
| Reporting line | Reports to Board or designees |
| Confidentiality | Extensive confidentiality obligations; return/destruction of company property upon termination |
| Non-compete | During employment and 6 months post-termination; covers activities similar to SGLY’s (e.g., crypto mining, renewable energy) |
| Non-solicit | During employment and 12 months post-termination (employees/contractors and clients) |
| Non-disparagement | Yes |
| Arbitration | AAA Employment Arbitration Rules; New York County, NY; English; class/collective waivers |
| Governing law/forum | New York law; courts in Nassau County, NY; jury waiver |
| Termination for Cause | Defined (e.g., breach of covenants, failure to perform, felonies, gross negligence, etc.) permitting immediate termination |
| Good Reason (employee) | Material reduction in base salary, adverse change in title/duties/reporting, material breach; company cure period |
| Severance | If terminated without Cause or resigns for Good Reason: six months of Base Salary, subject to release |
| Clawback | Not disclosed |
| Change-of-control economics | Not disclosed |
Investment Implications
- Pay-for-performance alignment is limited: compensation in FY2025 was primarily cash ($30,000 paid) with a low contractual base ($84,000) and a discretionary bonus; no equity awards granted or outstanding and no beneficial share ownership disclosed, reducing direct alignment with shareholder TSR and creating minimal vesting-related selling pressure .
- Retention risk appears moderate: severance of six months base salary provides some economic cushion, while non-compete (six months) and non-solicit (twelve months) protections mitigate immediate competitive leakage if departure occurs; the discretionary nature of bonus may affect incentive predictability .
- Governance and controls: repeated SOX 302/906 certifications in FY2025 10-K and Q1 FY2026 10-Q underscore accountability for disclosure controls; absence of related-party transactions or family relationships reduces conflict risk signals for this executive .
- Overall, limited “skin-in-the-game” via equity may point to lower direct alignment with shareholder outcomes; however, low fixed cash and defined severance plus restrictive covenants balance cost and retention considerations for a micro-cap issuer undergoing capital structure activity.