Emiliano Sosa

About Emiliano Sosa

Emiliano Sosa is Chief Technology Officer (CTO) at Sensus Healthcare (SRTS). He has served as CTO since January 2023, after serving as Vice President of Technology Development in 2022 . He is 48 years old as of the 2025 proxy record date . Sosa’s background includes extensive experience in banking, cyber security, and artificial intelligence; notable accomplishments include introduction of the first GPS device in Argentina with real-time streaming video cameras for vehicles, and design/development of electroencephalography and 3‑D EEG brain mapping medical devices and polysomnographs . He holds degrees in information systems engineering (National University of Technology, Buenos Aires) and international marketing & foreign trade (University of Buenos Aires) . As of April 10, 2025 he beneficially owns 10,000 SRTS shares (<1% of outstanding) .

Past Roles

External Roles

No external public company directorships or committee roles are disclosed in SRTS proxy materials for Sosa .

Fixed Compensation

• SRTS is a smaller reporting company and provides reduced executive compensation disclosure focused on named executive officers (NEOs: CEO, President/GC, CFO); Sosa (CTO) is not a NEO, and his base salary/bonus figures are not disclosed .
• Company program elements for executives consist of base salary, annual cash bonus, equity-based incentive compensation, and severance/change‑in‑control benefits (as applicable to NEOs) .

Performance Compensation

• Executive annual cash bonuses at SRTS are structured with approximately 70% based on achievement of defined objectives and the remainder at the Board’s discretion; specific metric weightings/targets and outcomes for the CTO are not disclosed .

Equity Ownership & Alignment

Beneficial Ownership (Multi-Year)

Restricted Stock Vesting Schedule (Award granted Dec 2022; 10,000 RSAs)

• Anti-hedging: Directors, officers, and employees are prohibited from purchasing financial instruments that hedge or offset declines in SRTS stock (e.g., prepaid forwards, options, puts, calls, swaps, collars) .
• Transfer/pledge restrictions on awards: Under the 2017 Incentive Plan, awards (including options/RSUs) are generally non‑transferable, including by pledge or hypothecation, except as permitted by will/laws of descent or limited estate planning exceptions; options are exercisable only by the participant while employed .
• Clawback: Effective October 2, 2023, SRTS adopted a clawback policy in line with Nasdaq/SEC rules to recover erroneously awarded incentive-based compensation for covered executives over the preceding three fiscal years upon a required accounting restatement; the plan also includes broader clawback/forfeiture provisions to comply with law and company policies .

Employment Terms

• No CTO-specific employment agreement, severance, non‑compete, or change‑in‑control terms are disclosed in the proxy for Sosa; such terms are detailed only for certain NEOs (CEO, President/GC, CFO) .
• Plan-level forfeiture events can reduce/cancel awards for conduct detrimental to the Company and for breaches of restrictive covenants (e.g., non‑competition, non‑solicitation, confidentiality) if specified in an award agreement .

Investment Implications

• Alignment and retention: Sosa’s 10,000 RSAs vest evenly through December 2026, creating continued retention hooks and alignment with shareholders; upcoming scheduled vests on December 18, 2025 and December 18, 2026 may contribute to periodic supply/insider selling pressure around those dates depending on personal liquidity decisions .
• Reduced option-related overhang: SRTS granted no options in 2024 and does not currently plan to grant options, favoring restricted stock and other equity forms; this reduces near-term option exercise overhang while maintaining equity-based retention .
• Risk controls: Anti‑hedging and award non‑transferability (including pledge restrictions at the award level) plus robust clawback language limit misalignment and improve governance discipline, lowering headline risk around hedging/pledging and restatement scenarios .
• Disclosure gaps: Absence of CTO-specific pay mix, bonus metrics, and severance/CoC terms limits precision in pay‑for‑performance and retention economics analysis; investors should monitor future filings (DEF 14A, Item 5.02 8‑Ks) for any updates .