Samsheer Ahmad
About Samsheer Ahmad
Samsheer Ahmad is Senior Vice President, Finance and Chief Accounting Officer at SiTime (SITM), a role he has held since February 2024. He joined SiTime in May 2015 after serving as Corporate Controller at Guavus (2014–2015) and Senior Director of Accounting at TiVo (2009–2014). He holds a bachelor’s degree in accounting and information systems from the University of the South Pacific and was age 50 as of March 31, 2025 . Company performance context tied to executive incentives: 2024 GAAP revenue grew 40.8% versus plan, and RSU bonus payouts for NEOs were set at 200% of target; company reported 2024 revenue of $202.7M and net loss of $(93.6)M, while TSR since the 2019 IPO increased by over 1,500% .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| TiVo Corporation | Senior Director of Accounting | 2009–2014 | Led accounting leadership at a digital entertainment technology company |
| Guavus Inc. | Corporate Controller | 2014–2015 | Corporate controllership for telecom analytics company |
| SiTime Corporation | Vice President, Finance and Accounting | Jul 2017–Feb 2024 | Finance and accounting leadership prior to CAO appointment |
| SiTime Corporation | Senior Vice President, Finance and Chief Accounting Officer | Feb 2024–present | Principal accounting officer responsibilities |
External Roles
- No public company directorships or external board roles disclosed for Ahmad in company filings .
Fixed Compensation
| Component | Value | Effective Date | Notes |
|---|---|---|---|
| Base Salary | $330,000 | Feb 24, 2024 | Increased upon promotion to SVP Finance & CAO; participates in Executive Bonus and Retention Plan (target bonus set by committee) |
| Prior Base Salary | $200,000 | Apr 21, 2015 | From original offer letter as Corporate Controller |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| GAAP Revenue Growth (Executive Bonus & Retention Plan, 2024) | 70% | $182.0M revenue goal; payout scale: 50% at 80% achievement, 100% at 100%, 200% at 140% | 40.8% revenue growth achieved vs plan | 200% corporate factor used for NEO bonus determination | Bonus paid in RSUs; 50% vest May 20, 2025, 50% Aug 20, 2025 |
| Individual Business Goals (Executive Bonus & Retention Plan, 2024) | 30% | Defined per executive; payout scale same as above | Not disclosed for Ahmad | 200% factor for NEOs based on achievement | Same RSU vesting as above (if awarded) |
| Relative TSR PRSUs (NEOs, 2024 awards) | — | 55th percentile vs Philadelphia Semiconductor Index = 100% payout; 30th threshold; 80th = 200%; capped at target if TSR negative | Earnouts depend on multi-year TSR vs peers; not individualized for Ahmad | 0–200% of target shares possible | Earned PRSUs vest Feb 20, 2027 (2- and 3-year performance PRSUs) |
Note: PRSUs and NEO bonus outcomes are disclosed for named executive officers; Ahmad is not listed as a named executive officer for 2024, and his specific bonus outcomes or PRSU grants are not disclosed .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| RSU Grant (Promotion) | 5,000 RSUs under 2019 Equity Incentive Plan; vests quarterly over two years; salary increased to $330,000; participates in Bonus & Retention Plan (target set by committee) |
| Beneficial Ownership Disclosure | Individual ownership for Ahmad not listed in 2025 proxy security ownership table (lists directors and named executive officers) |
| Hedging/Pledging | Company prohibits hedging and pledging of stock for executives and directors |
| Options Policy | Company does not grant stock options or similar instruments to employees/directors |
| Stock Ownership Guidelines | Rigorous guidelines in place; NEO requirements increased in 2024 (CEO 6x salary by 2026; other NEOs 2x by 2026 and 3x by 2028), with general executive officer guidelines affirmed; Ahmad-specific threshold not disclosed |
| Attorney-in-Fact Authority | Ahmad listed as attorney-in-fact to sign Section 16 Forms for a director (Ganesh Moorthy) |
Employment Terms
| Term | Detail |
|---|---|
| Employment Start (SiTime) | May 2015 |
| Current Role Start | Feb 24, 2024 (appointment to SVP Finance & CAO) |
| Contract Type | At-will employment (from 2015 offer letter) |
| Indemnification | Standard company indemnification agreement upon appointment |
| Severance / Change-of-Control | No Ahmad-specific severance disclosed. For named executive officers (other than CEO), standard agreements provide six months base salary, six months COBRA, and 12 months equity acceleration for involuntary termination; in change-of-control, one times base salary plus target bonus, 12 months COBRA, and full acceleration, subject to offsets and release . |
| Non-compete / Non-solicit / Garden Leave | Not disclosed for Ahmad in filings reviewed. |
Investment Implications
- Compensation alignment: Ahmad’s promotion package centers on time-based RSUs with a two-year quarterly vest, plus participation in the revenue-and-goal weighted Bonus Plan, aligning near-term retention and pay-for-performance via objective GAAP revenue growth metrics and RSU-based bonus delivery .
- Retention risk: The two-year vesting cadence provides immediate retention hooks; company-wide adjustments in 2024 addressed vesting troughs for NEOs, but Ahmad’s individualized long-term PRSU participation is not disclosed—investors should monitor additional grants in 2025–2026 for sustained alignment .
- Insider selling pressure: Company risk factors warn that substantial sales by directors/officers could pressure shares; hedging/pledging is prohibited, reducing alignment risk from collateralization. No Ahmad Form 4 transactions were found in filings searched (Search yielded none for Form 4 specific to Ahmad).
- Change-of-control economics: NEO severance terms are shareholder-standard (single-trigger for equity in the event of change-of-control plus involuntary termination window), but Ahmad-specific terms are not disclosed—assume only indemnification and at-will unless future agreements are filed .
- Pay governance signals: Program includes clawback policy compliant with Nasdaq, independent consultant (Pearl Meyer), revamped peer group, and improved say-on-pay (82% support in 2024 vs. 51.2% in 2023), supporting stronger alignment and risk oversight culture that would encompass finance leadership roles .
Supporting corporate performance context (used in executive incentive designs): 2024 revenue $202.7M and net loss $(93.6)M; TSR since 2019 IPO >1,500%; actual 2024 revenue growth performance 40.8% vs plan, producing maximum corporate bonus factor for NEOs .