Kevin Trask
Sintx TechnologiesAbout Kevin Trask
Kevin Trask, age 40, was appointed Chief Financial Officer of SINTX Technologies on September 4, 2025. He holds a B.S. in Accounting from California State Polytechnic University and is an actively licensed CPA . Tenure at SINT: CFO since 09-04-2025; previously Corporate Controller from May 2025 to September 2025 . Recent company operating trajectory shows declining revenue and widening EBITDA losses across the last four reported quarters, underscoring execution risk and the importance of finance discipline under his remit [Q4’24–Q3’25 data below]*.
| Metric | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|
| Revenue ($USD) | $542,000* | $369,000* | $151,000* | $208,000* |
| EBITDA ($USD) | -$1,230,000* | -$2,236,000* | -$2,539,000* | -$3,250,000* |
Values retrieved from S&P Global.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| SINTX Technologies, Inc. | Corporate Controller | May 2025 – Sep 2025 | Finance leadership and controllership support prior to CFO appointment |
| USANA Health Sciences, Inc. | Corporate Controller | May 2024 – May 2025 | Led controllership at global public company |
| Early-stage private consumer goods company | Head of Finance and Accounting | Oct 2022 – May 2024 | Built finance/accounting capabilities in growth-stage environment |
| Quotient Technologies, Inc. | Director of Accounting | Jun 2021 – Oct 2022 | Public company accounting leadership |
| Public accounting (early career) | Assurance services | Not disclosed | Audited large and small private/public companies |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | No current external directorships or board roles disclosed |
Fixed Compensation
| Component | Amount/Terms | Effective Date | Notes |
|---|---|---|---|
| Base Salary | $300,000 per annum | 09-04-2025 | Increased upon appointment as CFO |
| Target Bonus % | Up to 35% of salary | 09-04-2025 | Payable at discretion of Board; metrics not disclosed |
| Actual Bonus Paid | Not disclosed | — | — |
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| RSUs (20,000) | Service-based (time-vesting) | N/A | N/A | N/A | N/A | 20% vested immediately; remaining 20% every 6 months until fully vested |
| Annual Cash Bonus | Discretionary | Not disclosed | Not disclosed | Not disclosed | Up to 35% of salary | Not applicable |
RSU Vesting Schedule (Grant of 20,000 RSUs)
| Tranche | Vest Date | Shares | Vest % |
|---|---|---|---|
| Tranche 1 | 09-04-2025 | 4,000 | 20% |
| Tranche 2 | 03-04-2026 | 4,000 | 20% |
| Tranche 3 | 09-04-2026 | 4,000 | 20% |
| Tranche 4 | 03-04-2027 | 4,000 | 20% |
| Tranche 5 | 09-04-2027 | 4,000 | 20% |
Equity Ownership & Alignment
- Initial equity award: 20,000 RSUs with front-loaded 20% immediate vest and semiannual 20% vest thereafter .
- Beneficial ownership (shares, options) for Trask not listed in the July 1, 2025 proxy table; he was appointed CFO after the proxy record date .
- Change-in-control treatment (plan-level): awards (options/RSUs) fully vest upon change in control; performance awards deemed achieved at 100% of target .
- Clawback/recoupment: awards may be subject to forfeiture or recoupment per any compensation recovery policy adopted by the Company .
- Hedging/pledging policies: not disclosed in available filings; general code of conduct and conflicts processes described .
Employment Terms
- Appointment: Chief Financial Officer on 09-04-2025 .
- Relationships/arrangements: No family relationships; no arrangements/understandings with any person for selection as officer; no related-party transactions requiring disclosure .
- Indemnification: Standard indemnification agreements for executive officers and directors .
- Severance/Change-of-Control (company practices):
- Prior severance agreements for named executive officers: single-trigger equity vesting on change-in-control; double-trigger cash severance equal to two times highest annual salary (including bonus) if terminated without cause or for good reason within one year of change-in-control; excise tax gross-up provided .
- 2025 Change-of-Control Agreement example (Mr. Olson): three times highest annual salary (including bonus) plus 36 months health coverage; expanded change-in-control definition; “cause”/“good reason” provisions; excise tax gross-up .
- Kevin Trask-specific severance terms not disclosed in filings as of his appointment .
Performance & Track Record
| Indicator | Q4 2024 | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|---|
| Revenue ($USD) | $542,000* | $369,000* | $151,000* | $208,000* |
| EBITDA ($USD) | -$1,230,000* | -$2,236,000* | -$2,539,000* | -$3,250,000* |
Values retrieved from S&P Global.
- Tenure context: CFO role commenced near the end of Q3 2025; reported Q3 2025 results reflect widening losses, implying immediate focus on liquidity, cost discipline, and revenue stabilization under his finance leadership [Q4’24–Q3’25 above]*.
Compensation Structure Analysis
- Increase in guaranteed compensation: Base set at $300,000 with a defined bonus opportunity; bonus is discretionary rather than formulaic, indicating flexibility but limited disclosed pay-for-performance linkage .
- Shift toward RSUs: Time-based RSUs (no performance hurdles) favor retention and lower risk versus options; plan-level prohibits award repricing without shareholder approval .
- Clawback: Plan permits recoupment subject to Company policy; specific triggers/enforcement history not disclosed .
Related Party Transactions and Governance Safeguards
- No related party transactions requiring disclosure since Jan 1, 2023/2024, aside from compensation arrangements .
- Conflicts-of-interest process and annual questionnaires in place; code of ethics applicable to senior finance officers .
Investment Implications
- Retention and supply overhang: Semiannual RSU vesting (4,000 shares per tranche) creates periodic liquidity events; insiders may face selling pressure around vest dates, subject to trading windows and personal circumstances .
- Alignment: Time-based RSUs and discretionary bonus provide retention alignment but limited disclosed performance tethering (no stated financial/TSR metrics), diluting pay-for-performance transparency .
- Change-in-control risk/reward: Company-level single-trigger equity acceleration and double-trigger cash severance with excise tax gross-ups can create meaningful payout optionality in strategic transactions—material for compensation alignment assessments .
- Execution focus: With revenue declining and EBITDA losses widening through Q3 2025, near-term KPIs to monitor under Trask include cash burn, gross margin trajectory, operating expense controls, and capital access—key levers for equity value preservation and potential re-rating [Q4’24–Q3’25 above]*.