Charles Messman
SMITH MICRO SOFTWAREAbout Charles Messman
Charles B. Messman is Vice President, Marketing at Smith Micro Software (SMSI). He joined SMSI in 2016 as Vice President, Corporate Development & Investor Relations, and assumed the VP Marketing role in December 2022, overseeing global marketing, digital monetization, public relations, and design, while continuing to manage corporate development and investor relations; age 54 as of April 23, 2025; B.A. in Economics from Iowa State University . Company operating context during 2025: revenue was $4.6 million in Q1, $4.4 million in Q2, and $4.3 million in Q3 as the business focused on SafePath launches and carrier initiatives .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Smith Micro Software | VP, Corporate Development & Investor Relations | 2016–Dec 2022 | Managed corporate development and investor relations activities |
| eGain Corporation | VP, Finance & Corporate Development | Not disclosed | Finance and corporate development leadership |
| The MKR Group (co-founded) | President | Not disclosed | Managed investor relations, corporate development, and marketing for multiple technology companies |
External Roles
No external public company directorships are disclosed for Messman in SMSI’s 2024–2025 proxy statements reviewed; filings reference only his internal executive responsibilities at SMSI .
Fixed Compensation
- SMSI’s executive compensation program (for NEOs and other executives) is built on base salary, cash incentives, long-term equity (restricted stock and options), and limited perquisites; a significant portion of compensation is performance-linked to metrics such as revenue and adjusted operating expense, with equity value tied to stock price .
- In 2025, SMSI suspended certain cash bonus programs and granted restricted stock in lieu of cash bonuses to members of the executive team, as documented in the CFO’s offer letter (illustrative of executive compensation practice changes) .
Performance Compensation
- Performance metrics for executive incentives include revenue and adjusted operating expense; awards are tied in whole or part to pre-determined performance criteria under a pay-for-performance philosophy .
- Specific weighting, targets, payouts, and vesting terms for Messman’s individual awards are not disclosed in reviewed filings; company-level framework emphasizes quarterly measurement and equity alignment .
Equity Ownership & Alignment
- Company equity programs (OEIP) permit full-value awards (restricted stock, RSUs) and options; options generally vest over one to four years, expire at 10 years, and restricted stock expense is recognized over typical vesting periods up to 48 months .
- 2025 activity indicates robust use of restricted stock: 2,672 thousand shares granted and 1,390 thousand vested in the nine months ended September 30, 2025 (company-level), suggesting ongoing vesting flows across the executive team .
- During Q3 2025, SMSI reported that none of its directors or “officers” (Rule 16a-1(f)) adopted, modified, or terminated any 10b5-1 or non-10b5-1 trading arrangements, reducing near-term structured selling signals for insiders .
- Company repurchased 151,128 shares in Q3 2025 exclusively for tax withholding on vesting of restricted stock, indicating active vesting across personnel; shares were cancelled upon acquisition .
Employment Terms
- Messman’s individual employment agreement, severance, change-of-control terms, clawbacks, ownership guidelines, and pledging disclosures are not specified in reviewed filings.
- 2025 executive comp environment: temporary base salary reductions (10%) and restricted stock grants in lieu of cash bonuses were applied to the executive team, as seen in the CFO’s offer letter (contextual to SMSI executive pay practices) .
Performance & Track Record
| Metric | Q1 2025 | Q2 2025 | Q3 2025 |
|---|---|---|---|
| Revenue ($USD Millions) | $4.6 | $4.4 | $4.3 |
- Narrative context: 2025 results were accompanied by product launches (SafePath 8), marketing and AI-driven features initiatives, and carrier-focused family digital lifestyle positioning under CEO commentary, aligning with Messman’s marketing and IR remit .
Investment Implications
- Alignment: Messman’s remit spans marketing and IR, directly tied to revenue growth narratives and carrier adoption; SMSI’s incentive framework attaches executive pay to revenue and adjusted operating expense, reinforcing performance linkage, though Messman-specific award details are not disclosed .
- Supply/vesting dynamics: Company-level RS grant volume and regular vesting (with tax-withholding repurchases) imply periodic vest-related equity flows; absence of new 10b5-1 plans in Q3 2025 suggests limited structured insider selling pressure in the near term .
- Data gaps: Lack of Messman-specific base salary, bonus targets/payouts, award sizes, vesting schedules, ownership levels, and severance/CIC terms limits precision on personal alignment and retention risk; further insight would require individual Form 4s and employment agreements.
- Execution risk: With 2025 revenue sequentially declining into Q3 and a focus on new product cycles and carrier initiatives, marketing effectiveness and IR strategy (areas under Messman’s oversight) are pivotal to near-term value creation and estimate momentum .