Howie Ng Kar How
About Howie Ng Kar How
Group Chief Technology Officer of Society Pass (SOPA) through June 20, 2025; he resigned to pursue other opportunities, and the Board eliminated the CTO position the same day . Company performance during his tenure: FY2024 revenue was $7.11M and net loss was $10.24M, reflecting contraction in online ticketing/e-commerce and reduced G&A versus FY2023 . Beneficial ownership in 2025 was 11,111 common shares (0.25% of common stock; ~0.03% of voting stock), indicating modest “skin in the game” relative to SOPA’s capital structure .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Society Pass (SOPA) | Group Chief Technology Officer | 2022–Jun 20, 2025 | Led platform/technology; position eliminated at resignation |
No additional prior roles for Mr. Ng are disclosed in SOPA’s proxy or 10-K filings .
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Not disclosed | — | — | No external directorships or roles are disclosed in SOPA filings . |
Fixed Compensation
Multi-year disclosed compensation for Howie Ng Kar How (company-reported “Salary/Bonus” is combined; target bonus % not disclosed):
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Salary/ Bonus ($) | $19,788 | $107,211 | $144,000 |
| Stock Awards ($) | $1,500 | $18,000 | $18,000 |
| Option Awards ($) | — | — | — |
| Total ($) | $21,288 | $125,211 | $162,000 |
Note: SOPA’s 2025 DEF 14A reported FY2024 Salary/Bonus of $107,763 and Total $125,763; the later PRE 14C (Nov 2025) reports $144,000 and $162,000, respectively. The PRE 14C is used as most recent; discrepancy suggests updates/corrections .
Performance Compensation
- No disclosed individual performance metrics, weights, targets, or payouts tied to Mr. Ng’s compensation (e.g., revenue growth, EBITDA, TSR) in 2023–2025 proxies/10-K .
- SOPA’s 2026 Equity Incentive Plan authorizes ISOs/NSOs, Restricted Stock, RSUs, SARs, and Performance Awards, with administrator-set vesting criteria and potential acceleration on change-in-control; these are plan-level terms and not specific to Mr. Ng’s awards .
Equity Ownership & Alignment
| Metric | As of May 8, 2023 | As of Aug 6, 2024 | As of Oct [__], 2025 |
|---|---|---|---|
| Common shares owned | 5,370 | 1,317 | 11,111 |
| Percent of common stock | * (nonmeaningful) | * (nonmeaningful) | 0.25% |
| Percent of voting stock | * (nonmeaningful) | * (nonmeaningful) | 0.03% |
| Pledged/hedged | Company states no current hedging practices/policies; pledging not disclosed | ||
| Ownership guidelines | Not disclosed; compliance status not disclosed |
SOPA maintains Super Voting Preferred Stock at 10,000 votes/share (held primarily by founder Dennis Nguyen), materially diluting the influence of common-share ownership for alignment analyses .
Employment Terms
| Item | Disclosure |
|---|---|
| Role | Group Chief Technology Officer |
| Resignation | Effective June 20, 2025; Board accepted resignation and eliminated CTO position |
| Start (first disclosed) | Compensation reported in FY2022, indicating service by 2022 |
| Contract term | Not disclosed (no individual CTO agreement filed) |
| Severance | Not disclosed; resignation stated as not due to disagreement; no severance terms in 8-K |
| Change-of-control | Not disclosed for CTO; plan-level change-of-control treatment exists for equity awards |
| Non-compete / Non-solicit | Not disclosed |
Investment Implications
- Low equity stake and lack of disclosed performance-tied pay suggest limited direct pay-for-performance alignment; compensation primarily cash + modest stock awards, with no options reported for 2022–2024 .
- Insider selling pressure from Mr. Ng appears de minimis given the small common-share holdings (11,111 shares as of Oct 2025) .
- Governance/control dynamics: SOPA’s voting structure (Series X Super Voting Preferred) concentrates control with founder Dennis Nguyen, overshadowing alignment from operating executives’ common-share holdings .
- Retention/transition risk resolved: CTO role was eliminated upon Mr. Ng’s resignation, indicating organizational restructuring of technology leadership and potential reallocation of responsibilities across business units .
- Disclosure gaps (no individual metrics/vesting detail, severance/change-of-control terms for CTO) reduce visibility into incentive levers; future investor analysis should monitor equity plan grants under the newly approved 2026 plan for operating leaders and any subsequent 8-K compensatory filings .