John Sakamoto
About John Sakamoto
John Sakamoto is President and Chief Operating Officer of SkyWater Technology, serving since September 2023; age 56 as of March 1, 2025, with a B.S. in Electrical Engineering from California Polytechnic State University, San Luis Obispo . He oversees day-to-day operations, profitability, and growth strategy execution, including customer and supplier relationships and delivery of the company’s Technology-as-a-Service model . Recent company performance during his tenure includes Q3 2025 consolidated revenue of $150.7M (up 60.7% y/y) and adjusted EBITDA of $25.8M (17.1% margin), reflecting operational scaling including the addition of SkyWater Texas .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Marvell Technology Group | Vice President, Processing Business Unit | Nov 2019–Sep 2023 | Led data processing units, processor, and customer silicon business development; product planning and solutions for datacenter, 5G/wireless, networking, edge, and automotive . |
| Intel Corporation (Programmable Solutions Group) | VP & GM, Data Center & Communication Division | Jan 2017–Oct 2019 | General management and P&L leadership for data center and communications; drove market strategy and customer solutions . |
| Intel Corporation (Programmable Solutions Group) | Vice President, Operations & Engineering | Dec 2015–Dec 2016 | Operational and engineering leadership post-acquisition of Altera; integration planning and execution . |
| Altera Corporation | Various leadership roles | Prior to 2015 | Executive leadership across sales, operations, engineering; consistent achievement of financial and strategic objectives . |
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | $102,500 | $410,000 (annual rate set March 4, 2024) |
| Target Bonus (% of Base) | Not disclosed | 75.0% (Max 112.5%) |
| Actual Annual Program Bonus ($) | $93,941 (non‑equity incentive) | $0 under annual plan; goals not achieved |
| Discretionary Bonus ($) | $50,000 (sign-on/relocation noted separately) | $153,750 (paid in FY 2025) |
| All Other Compensation ($) | $51,757 | $13,245 |
Performance Compensation
Annual Cash Incentive Program (FY 2024)
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Adjusted EBITDA | 50% | $40.5M | Not achieved | 0% under plan | N/A (cash) |
| Combined ATS + Wafer Services Revenue | 50% | $275.5M | Not achieved | 0% under plan | N/A (cash) |
The compensation committee approved discretionary bonuses for 2024, including $153,750 for Sakamoto, recognizing individual contributions despite plan underperformance .
Equity Awards Outstanding (as of December 29, 2024)
| Award Type | Exercisable (#) | Unexercisable (#) | Strike ($) | Expiration | Vesting Details |
|---|---|---|---|---|---|
| Stock Options (grant 2/15/2024) | — | 58,908 | 10.14 | 2/15/2034 | Vests ratably over 4 years from grant date |
| Stock Options (grant 10/16/2023) | 58,593 | 175,782 | 6.01 | 10/16/2033 | Vests ratably on 2nd, 3rd, 4th anniversaries |
| RSUs Not Vested | — | 92,517 | N/A | N/A | 52,084 vest ratably on 2nd & 3rd anniversaries of 10/16/2023; 40,433 vest ratably on 1st, 2nd & 3rd anniversaries of 2/15/2024 |
| Market Value of Unvested RSUs ($) | — | $1,379,428 (at $14.91 close) | — | — | — |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total Beneficial Ownership (as of March 24, 2025) | 93,143 shares; <1% of outstanding |
| Shares Outstanding (Record Date) | 48,034,573 |
| Options Exercisable within 60 days | 73,320 shares |
| Stock Ownership Guidelines | Direct reports to CEO: 3x base salary; compliance expected within 5 years of appointment |
| Compliance Status | Each executive either satisfied or has additional time to comply |
| Hedging/Pledging Policy | Prohibited for directors, officers, and employees; no margin accounts or pledges allowed |
| Clawback (Compensation Recovery) | Recoupment upon restatement or improper conduct causing harm; applies to incentive-based compensation including stock price/TSR metrics |
Employment Terms
| Provision | Terms |
|---|---|
| Role & Tenure | President & COO since September 2023 |
| Severance (not in connection with CoC) | 12 months’ base salary + target bonus; up to 12 months COBRA or cash equivalent (Tier 2) |
| Change-of-Control Severance | If terminated without cause or for good reason in connection with or within 12 months following a CoC: 18 months’ base salary + 1.5x target bonus; up to 18 months COBRA |
| Conditions | Benefits contingent on timely release and compliance with restrictive covenants; certain payments intended to be Section 409A‑exempt |
| Equity Plan (Change-in-Control) | If awards not assumed/continued, RSUs/DSUs vest; options may become exercisable or be cashed out per committee discretion; performance awards treated at target or actual depending on elapsed period |
| Other Benefits | 401(k) matching up to 3% of eligible compensation; company-paid premiums for basic life, LTD, and AD&D; standard group health benefits |
| Insider Trading Policy | Board‑approved insider trading policy enforced; administered by General Counsel |
Investment Implications
- Pay-for-performance architecture uses adjusted EBITDA and revenue, but 2024 plan paid zero while a sizable discretionary bonus was granted ($153,750), signaling committee discretion that can reduce formulaic alignment in down years .
- Multi-year RSU and option vesting schedules create retention hooks and staggered potential supply; vesting ratably over 2–4 years with large unvested balances (92,517 RSUs; multiple option tranches) suggests ongoing alignment but periodic selling capacity when tranches vest .
- Ownership is <1% of shares with substantial option exposure; pledging and hedging are prohibited, and stock ownership guidelines (3x salary for CEO direct reports) require sustained accumulation within five years, reinforcing alignment .
- Severance economics are moderate for a Tier 2 executive (12 months base + target; CoC 18 months + 1.5x target), mitigating excessive parachute risk while providing retention certainty in strategic events .
- Operational leadership tenure coincides with improved recent quarterly profitability (Q3 2025 adjusted EBITDA up to $25.8M; margin 17.1%) and scaled revenue including SkyWater Texas, underscoring execution on growth initiatives, though outcomes are company-level and not solely attributable to one executive .