David Sandler
About David Sandler
David Sandler served as Chief Operating Officer of Safety Shot, Inc. (formerly Jupiter Wellness) with more than 30 years of experience in nutrition and health, including roles at StrengthPro Inc., Elite Beverage, and ProSupps USA . He was age 55 as of the FY2024 Form 10-K and held the COO role through his resignation effective August 29, 2025; he began a six‑month consulting term on September 1, 2025 . He was initially appointed COO on July 7, 2023 under a two‑year term with auto‑renewal, with base salary later increased to $250,000 upon reappointment in March 2024 . No TSR, revenue growth, or EBITDA growth metrics tied specifically to Sandler’s performance were disclosed in the filings reviewed.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| StrengthPro Inc. | President | Jan 2021 – present (as disclosed) | Health/fitness/nutrition consulting; product development expertise |
| Elite Beverage | Chief Operations Officer | Since May 2019 | Beverage operations leadership |
| ProSupps USA, LLC | Chief Operations Officer | Oct 2016 – Oct 2019 | Scaled supplement brand operations |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| StrengthPro Inc. | Founder/President | Jan 2021 – present (as disclosed) | Consulting in health, fitness, nutrition; formulation expertise |
Fixed Compensation
| Year | Base Salary ($) | Target Bonus % | Actual Bonus Paid ($) |
|---|---|---|---|
| 2023 | 150,000 | TBD (targets to be mutually agreed) | Not disclosed |
| 2024 | 250,000 (upon March 25, 2024 appointment) | Not disclosed | Not disclosed (no SCT line item provided for Sandler) |
| 2025 | Resigned Aug 29, 2025; consulting from Sept 1, 2025 (no salary detail disclosed) | Not applicable | Not applicable |
Performance Compensation
Annual Bonus Framework
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Annual bonus (COO) | Not disclosed | To be determined by mutual agreement | Not disclosed | Not disclosed | Cash (timing not disclosed) |
Stock Options – Grant Details
| Grant Date | Number of Options | Exercise Price | Term/Expiration | Type | Vesting Schedule |
|---|---|---|---|---|---|
| Jul 10, 2023 | 100,000 | Closing market price on grant date | Expires Jul 10, 2028 | ISO | Quarterly tranches over 12 dates (see schedule) |
Vesting Schedule – 100,000 Option Grant (Quarterly)
| 2023-07-10 | 2023-10-10 | 2024-01-10 | 2024-04-10 | 2024-07-10 | 2024-10-10 | 2025-01-10 | 2025-04-10 | 2025-07-10 | 2025-10-10 | 2026-01-10 | 2026-04-10 |
|---|---|---|---|---|---|---|---|---|---|---|---|
| 8,337 | 8,333 | 8,333 | 8,333 | 8,333 | 8,333 | 8,333 | 8,333 | 8,333 | 8,333 | 8,333 | 8,333 |
Note: The July 11, 2023 8-K summary referenced “Stock Options: 100 shares” for Sandler’s agreement, but the attached appendix specifies a 100,000‑option grant with detailed vesting; the appendix terms are treated as controlling .
Outstanding/Beneficial Options (Record Dates)
| Record Date | Options Beneficially Counted | Notes |
|---|---|---|
| Jun 24, 2024 (DEF 14A) | 750,000 (included in beneficial ownership) | Counted within 60‑day exercisable framework |
| Mar 25, 2025 (10-K) | 750,000 (included in beneficial ownership) | Counted within 60‑day exercisable framework |
| Oct 6, 2025 (DEF 14A) | 750,000 (options column) | Shares column blank; total reflects options |
Equity Ownership & Alignment
Beneficial Ownership Trend
| Record Date | Shares Beneficially Owned | % of Shares Outstanding | Footnote |
|---|---|---|---|
| Jun 24, 2024 (DEF 14A) | 750,000 | 1.25% | Includes options exercisable within 60 days |
| Mar 25, 2025 (10-K) | 750,000 | 0.87% | Includes 750,000 shares issuable upon exercise of options |
| Oct 6, 2025 (DEF 14A) | Total 750,000 (Options: 750,000; Shares: —) | 0.4% | Options counted; shares column blank |
- Vested vs. unvested: Detailed vesting provided for the 100,000 options grant only; remaining option grants/vesting not disclosed beyond beneficial counts .
- Pledging/hedging: No pledging or hedging disclosures for Sandler found in reviewed filings.
- Ownership guidelines: No executive stock ownership guideline disclosures applicable to Sandler found; compliance status not disclosed.
- Section 16 compliance: The 2024 proxy notes Sandler did not file a Form 3 upon employment/appointment (late initial beneficial ownership report), indicating a compliance lapse .
Employment Terms
| Term | Detail |
|---|---|
| Initial Appointment | Appointed COO July 7, 2023 |
| Agreement Term | Guaranteed two‑year term with auto‑renewal |
| Base Salary (initial) | $150,000 per annum, paid bi‑monthly |
| Bonus | Annual bonus based on pre‑determined targets; targets to be mutually agreed; amount TBD |
| Perquisites | Cost of living adjustment, paid vacation/holidays, business expense and cell phone reimbursement |
| Equity | Stock options under 2022 plan; 100,000‑option grant detailed in appendix |
| Reappointment/Comp Adjustment | Appointed COO March 25, 2024 with salary increased to $250,000 per year |
| Severance/Change‑of‑Control | Not disclosed in reviewed filing excerpts; no multiples or triggers specified |
| Resignation | Resigned as COO effective August 29, 2025; no disagreement with Company; commenced six‑month consulting term effective September 1, 2025 |
Performance & Track Record
- Company operational milestones around Sandler’s tenure included product launches (direct‑to‑consumer and Amazon), clinical trial progress, and retail expansion efforts, alongside C‑suite changes including Sandler’s appointment as COO .
- Press materials described Sandler’s experience in building brands exceeding $75 million in revenue and expertise in product formulation and commercialization; however, specific Safety Shot TSR or financial performance metrics attributable to Sandler were not disclosed in filings .
Investment Implications
- Retention risk: Sandler’s resignation on August 29, 2025 and transition to a short consulting term suggests near‑term operational transition risk; absence of disclosed severance/change‑of‑control economics limits insight into exit incentives .
- Alignment: Beneficial ownership ranging from 1.25% (2024) to 0.4% (Oct 2025) largely via options suggests moderate alignment, but limited disclosure on RSUs/PSUs and ownership guidelines constrains pay‑for‑performance assessment .
- Incentive quality: Bonus metrics were to be determined and not disclosed; equity tilt appears option‑heavy, with one detailed vesting schedule for 100,000 options and total beneficial options of 750,000, but lack of performance‑based equity (PSUs) may reduce explicit linkage to value creation .
- Governance signals: The noted late Section 16 Form 3 filing is a minor compliance red flag; absence of disclosed clawback, pledging prohibitions, and change‑of‑control terms reduces visibility into governance protections .
Sources: Company SEC filings and proxy statements as cited above.