Tan Yee Siong
About Tan Yee Siong
Tan Yee Siong is Chief Financial Officer of Society Pass (SOPA), appointed under a 5-year employment agreement dated October 5, 2023, with an annual base salary of $150,000 and eligibility for the company bonus plan; the agreement included an equity award of incentive stock options, disclosed as 50,000 pre–reverse split in the FY 2024 10-K and 3,334 post–reverse split in the 2025 proxy, consistent with SOPA’s 1-for-15 reverse split on May 1, 2024 . He executed corporate documents as CFO in 2025, confirming his role . SOPA adopted a formal SEC Rule 10D-compliant clawback policy in 2025, covering cash incentives and equity tied to financial reporting measures (e.g., revenue, EBITDA, EPS, TSR) . The proxy states the company does not currently have hedging or offset policies, which reduces alignment safeguards; no biography, age, or education details for Tan were located in the reviewed filings .
Past Roles
No prior roles for Tan Yee Siong were disclosed in the reviewed SOPA DEF 14A (2024, 2025) and 10-K (FY 2024) filings. If you have a resume or prior employer data, upload it to enrich this section.
External Roles
No external directorships or other public-company roles for Tan were disclosed in the reviewed SOPA filings.
Fixed Compensation
Employment Terms (Cash and Role)
- Appointment and term: 5-year employment agreement dated October 5, 2023, as CFO .
- Base salary: $150,000 per year .
- Bonus eligibility: Eligible to participate in the Company bonus plan (target % not disclosed) .
Actual Cash Compensation (Reported)
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Cash (Salary + Bonus) ($) | $121,750 | $119,533 | $187,500 |
Notes:
- The Summary Compensation Table reports “Salary/Bonus” combined; itemized base salary vs cash bonus is not separately disclosed for Tan in the proxies .
Performance Compensation
Equity Awards (Reported Values and Counts)
| Equity Type | Grant/Agreement Reference | Units/Value | Vesting | Strike/Expiration | Notes |
|---|---|---|---|---|---|
| Incentive Stock Options | Employment Agreement (Oct 5, 2023) | 50,000 options (pre-split) | Not disclosed | Not disclosed | 50,000 pre–reverse split equals ~3,334 post–split options; proxy shows 3,334 options, consistent with 1-for-15 reverse split . |
| Stock Awards (RSUs/Stock) | Compensation (FY 2023) | $22,500 | Not disclosed | N/A | No FY 2024 stock awards for Tan . |
| Option Awards (grant-date fair value) | Compensation (FY 2023) | $35,000 | Not disclosed | Not disclosed | No FY 2024 option awards for Tan . |
Performance Plan Metrics and Payouts (Company Bonus Plan)
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Not disclosed | — | — | — | — | — |
Notes:
- SOPA adopted a clawback policy covering incentive compensation tied to financial reporting measures (stock price, TSR, revenues, EBITDA, EPS, liquidity, etc.), but Tan’s specific bonus metrics/targets and vesting schedules are not disclosed .
Equity Ownership & Alignment
Beneficial Ownership (Common Stock)
| Metric | As of Aug 6, 2024 | As of Aug 28, 2025 |
|---|---|---|
| Shares Beneficially Owned (Common) | 4,781 | 4,781 |
| % of Common | * (nonmeaningful) | * (nonmeaningful) |
| Shares Outstanding | 2,970,696 | 6,105,525 |
Notes:
- Options/RSUs: Tan’s option count is referenced in employment documents but not listed in “Outstanding Equity Awards” tables; those tables only show Dennis Nguyen’s legacy option grant .
- Hedging/Pledging: The proxy states SOPA does not currently have any practices or policies regarding hedging or offsetting decreases in market value; pledging and formal ownership guidelines were not disclosed .
- Ownership guidelines compliance: Not disclosed.
Employment Terms
| Term | Detail |
|---|---|
| Role | Chief Financial Officer |
| Start/Agreement Date | October 5, 2023 (5-year term) |
| Base Salary | $150,000 per year |
| Bonus Eligibility | Eligible for Company bonus plan; target % not disclosed |
| Equity Award | Incentive stock options: 50,000 pre-split; proxy reflects 3,334 post-split |
| Severance | Not disclosed for Tan |
| Change-of-Control | Not disclosed for Tan |
| Non-compete/Non-solicit | Not disclosed for Tan |
| Clawback | Company-wide clawback policy (SEC 10D) covering cash and equity linked to financial reporting metrics |
| Hedging/Pledging Policy | Company states it does not currently have hedging or offset policies |
Investment Implications
- Cash comp stepped up in FY 2024, while no FY 2024 equity grants were reported—suggests near-term cash retention emphasis with limited incremental equity dilution from Tan in 2024 .
- Option award counts reconcile across filings when adjusting for the 1-for-15 reverse split; however, strike price, vesting, and expiration for Tan’s options are not disclosed, limiting visibility on future selling pressure from scheduled vesting .
- Beneficial common ownership is modest (4,781 shares; nonmeaningful percent across 2024–2025), and the absence of anti-hedging policies weakens alignment safeguards versus typical small-cap governance best practices .
- Key retention and change-of-control economics for Tan are not detailed in the proxies or 10-K, leaving under-analyzed termination liquidity risk; investors should monitor future 8-K Item 5.02 disclosures for any amendments .