Jia Yang
Singularity Future TechnologyAbout Jia Yang
Jia Yang, age 31, is Chief Executive Officer and Chairwoman of the Board at Singularity Future Technology Ltd. (SGLY) since November 18, 2024, after serving as Vice President and Director starting August 6, 2024; she holds a 2016 degree in English education from Xi’an International Studies University . Her executive compensation is modest with a $66,000 annual base salary and a discretionary annual bonus (no quantitative performance metrics disclosed); beneficial ownership is less than 1% of shares outstanding, and there are no disclosed personal equity awards, pledging, or hedging arrangements . During her tenure, the company executed significant financing actions, including a June 19, 2025 private placement of 32,188,841 units and warrant programs later presented to shareholders in October 2025, reflecting capital structure changes that may influence trading dynamics .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Beijing Angda Yingchuang Innovative Materials Technology Co., Ltd. | Chief Operating Officer | Jan 2023 – present (prior to SGLY) | Operational leadership experience in materials/technology sector . |
| Zhongjian Tianxia Beijing Investment Management Co., Ltd. | Executive Officer | Oct 2021 – Dec 2022 | Executive-level responsibilities in investment management . |
| The Ritz-Carlton Xi’an | Executive Assistant to hotel manager / Marketing Executive | Nov 2019 – Nov 2021 | Exposure to marketing and operations in hospitality . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | No other public company directorships or committee roles disclosed . |
Fixed Compensation
| Component | 2024 (Calendar year) | 2025 (Calendar year) |
|---|---|---|
| Executive Base Salary (USD) | $66,000 (as VP/Director from Aug 6, 2024; CEO from Nov 18, 2024) | $66,000 (CEO) . |
| Annual Bonus | Discretionary; not quantified | Discretionary; not quantified . |
| Benefits | Eligible for company plans per policy | Eligible for company plans per policy . |
| Vacation | Four weeks paid vacation (prorated for partial years) | Four weeks paid vacation . |
| Director Cash Compensation | $0 per Director Offer Letter (initial appointment in 2024) | Not separately disclosed; executive role predominates . |
Performance Compensation
No specific performance metric framework (e.g., revenue, EBITDA, TSR, ESG) or weightings/payout curves are disclosed for Jia Yang; annual bonuses are discretionary without stated quantitative targets or actual outcomes .
Director Compensation (FY 2024)
| Name | Fees earned or paid in cash ($) | Stock awards ($) | Option awards ($) | All other compensation ($) | Total ($) |
|---|---|---|---|---|---|
| Jia Yang | 0 | – | – | – | 0 |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership | Less than 1% of outstanding common shares as of record date; exact share count not disclosed in the proxy table (base: 4,203,492 shares outstanding) . |
| Vested vs. Unvested | Not disclosed . |
| Options/RSUs Held | Not disclosed; no personal awards for Yang specified . |
| Pledging/Hedging | Not disclosed . |
| Ownership Guidelines | Not disclosed . |
| Company Equity Plan Context | Shareholders asked to approve a 2025 Incentive Plan with 630,523 shares; no specific grants to Jia Yang disclosed in the proxy . |
Employment Terms
| Term/Provision | Details |
|---|---|
| Effective Date & Role | CEO Employment Agreement effective Nov 18, 2024; serves as Chief Executive Officer . |
| Term Length | One-year term; auto-renews for one-year periods absent 30-day notice prior to anniversary . |
| Base Salary | $66,000 per U.S. calendar year . |
| Annual Bonus | Discretionary; subject to Board approval . |
| Location | Primarily remote from Beijing, China; travel as required . |
| Benefits & PTO | Participation in benefit plans; four-week paid vacation . |
| Expense Approvals | Board consent required for any single expense ≥ $100,000 . |
| Confidentiality & IP | Broad confidentiality, non-disclosure, and IP assignment provisions; “work made for hire” and assignment to company . |
| Non-Compete | Six months post-termination; covers competitive activities including cryptocurrency mining and renewable/sustainable energy . |
| Non-Solicit | Twelve months post-termination for employees/contractors and clients . |
| Non-Disparagement | Included . |
| Severance | If terminated without cause or resigns for good reason: six months of base salary, subject to release within 30 days . |
| Cause/Good Reason | Detailed definitions; cure periods for certain breaches . |
| Governing Law & Dispute Resolution | NY law; arbitration in Nassau or New York County; jury waiver; class action waiver . |
Board Service History, Roles, and Independence
- Board service: Appointed Director on August 6, 2024; elected/serving as Chairwoman of the Board and CEO since November 18, 2024; classified as a Class II Director in the 2025 proxy .
- Committee roles, attendance: Not disclosed in the cited filings; Audit Committee report presented, but membership specifics for Yang not provided .
- Independence: The proxy outlines NASDAQ independence requirements and identifies independent directors (e.g., Xu Zhao, Zhongliang Xie); as CEO and Chairwoman, Yang would not be considered independent under NASDAQ rules, creating a dual-role leadership structure that concentrates authority .
Performance & Track Record Signals
- Company actions under her tenure include entering a securities purchase agreement on June 19, 2025 for ~32.19 million units in a private placement and subsequent shareholder votes in October–November 2025 on warrants, units, and settlement share issuances, indicating meaningful capital structure changes and potential dilution risk/financing runway extension .
- Corporate governance and legacy risk context: Prior special committee investigation into allegations (Hindenburg Report) concluded in early 2023; executive transitions occurred leading up to her appointment, highlighting ongoing governance evolution .
Compensation Structure Analysis
- High proportion of guaranteed cash relative to disclosed equity (no personal RSU/option awards disclosed), with discretionary bonus terms lacking quantitative metric linkage; suggests limited formal pay-for-performance alignment in current disclosures .
- No repricing/modification of Yang’s equity awards disclosed; no clawback provisions specific to compensation beyond contractual confidentiality/injunctive remedies .
Equity Ownership & Insider Activity Notes
- Less than 1% beneficial ownership; no explicit pledging/hedging disclosures in proxy .
- Section 16 reporting compliance noted broadly in proxy; newly elected directors (including Jia Yang) had Form 3 filings referenced, but specific Form 4 transactions for Yang are not detailed in the documents cited here .
Investment Implications
- Alignment: Modest base salary ($66,000) and absence of disclosed personal equity awards reduce direct stock-aligned incentives; discretionary bonus without metrics weakens pay-for-performance signaling .
- Retention risk: Employment agreement provides only six months’ base salary severance, a relatively lean cushion; non-compete (6 months) and non-solicit (12 months) offer moderate retention/competitive protection for the company .
- Governance concentration: Dual-role CEO + Chairwoman, combined with a board that includes two identified independents, raises independence and oversight quality concerns typical for concentrated leadership structures .
- Financing and dilution signals: The June 2025 private placement and warrant programs signal reliance on external capital and potential dilution; monitoring execution against capital deployment and business transition plans is critical for traders and PMs .
- Data gaps: No disclosed performance metrics tied to bonuses, no detailed equity award vesting schedules for Yang, and limited visibility into insider transactions/pledging in the proxy—reducing transparency on selling pressure and long-term alignment .