Christopher Green
About Christopher Green
Dr. Christopher Green (age 47) is Vice President & Chief Technology Officer at ScanTech AI Systems Inc. (STAI) since the January 2025 business combination, having previously served as Vice President – Engineering at ScanTech Identification Beam Systems, LLC since June 1, 2016; his background spans computer‑aided engineering design and lab experimentation, with lead responsibility for developing and optimizing proprietary threat‑detection algorithms for CT checkpoint scanners . Education: B.S. Mathematics (Morehouse College); B.S., M.S., and Ph.D. in Mechanical Engineering (Georgia Institute of Technology) . The company has not disclosed TSR, revenue growth, or EBITDA growth metrics tied to his individual performance or compensation .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| ScanTech Identification Beam Systems, LLC (SIBS) | Vice President – Engineering | 2016–2024 | Led algorithm development and engineering for next‑generation low‑energy checkpoint scanners; optimization of proprietary threat‑detection algorithms . |
| ScanTech Identification Beam Systems, LLC (SIBS) | Senior Program Engineer | Not disclosed | Provided technical/programmatic leadership in design, fabrication, and development of checkpoint scanners prior to promotion . |
Fixed Compensation
| Metric (USD) | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Base Salary | $267,000 | $267,000 | $305,000 |
| Target Bonus % | — | — | Not disclosed |
| Actual Bonus Paid | — | — | $137,000 |
| Equity Awards (Grant‑date FV) | — | — | $300,000 |
| Total Reported Compensation | $267,000 | $267,000 | $742,000 |
Performance Compensation
| Incentive Type | Metric | Weighting | Target | Actual | Payout ($) | Vesting |
|---|---|---|---|---|---|---|
| Annual Cash Bonus (FY 2024) | Not disclosed | Not disclosed | Not disclosed | Not disclosed | $137,000 | Cash bonus for FY 2024; vesting terms not disclosed . |
| Equity Award (FY 2024) | Not disclosed (RSU/PSU/option form not specified) | Not disclosed | Not disclosed | Not disclosed | $300,000 grant‑date fair value | Individual vesting schedule not disclosed; plan allows time‑based RSUs and performance awards . |
The 2025 Equity Incentive Plan permits options, RSUs, and performance awards; prohibits option repricing without shareholder approval; and provides for administrative discretion on vesting and performance criteria, but specific performance metrics/weightings for Dr. Green are not disclosed .
Equity Ownership & Alignment
| Item | Value | Notes |
|---|---|---|
| Common shares beneficially owned | 135,214 shares | Listed under “Directors and Named Executive Officers.” |
| Ownership as % of shares outstanding | <1.0% | Company had 71,219,522 shares outstanding at record date . |
| RSUs/Options vesting within 60 days (record date) | Not disclosed for Dr. Green | Proxy footnotes show 60‑day RSUs for certain directors; no such footnote for Dr. Green . |
| Exercisable vs. unexercisable options | Not disclosed; no outstanding equity awards at 12/31/2024 | FY 2024 table shows none outstanding for Dr. Green . |
| Shares pledged as collateral | Prohibited by company policy | Anti‑hedging/pledging policy applies to directors and officers . |
| Stock ownership guidelines | Not disclosed | Corporate Governance Principles disclosed, but no specific executive ownership multiples . |
Employment Terms
| Term | Details |
|---|---|
| Employment start & progression | SIBS employment agreement dated June 1, 2014 (Director of Engineering); later promoted to Vice President – Engineering; serves as VP & CTO of STAI since the January 2025 business combination . |
| Base salary (historical) | $178,700 originally; subsequently increased to $267,000 under the SIBS agreement; public‑company salary in 2024 reported at $305,000 . |
| Severance | If terminated without Cause or for Good Reason under the SIBS “Green Agreement,” entitled to one year of base salary . |
| Change‑of‑Control treatment (plan‑level) | Upon “change in control,” options become immediately exercisable; RSUs/restricted stock become fully vested/non‑forfeitable; performance award conditions lapse (plan‑wide terms) . |
| Clawback | Company adopted clawback policy in line with SEC/Nasdaq rules; recovery of erroneously awarded incentive compensation for restatements over prior three fiscal years . |
| Hedging/Pledging | Hedging/monetization transactions and pledging of company securities are prohibited for certain officers/directors . |
| Non‑compete / Non‑solicit | Not disclosed in proxy/10‑K excerpts . |
| Contract term/auto‑renewal | Not disclosed . |
Investment Implications
- Pay mix has evolved to a public‑company framework with material equity participation (FY 2024: $300,000 equity FV and $137,000 cash bonus), increasing alignment but with limited transparency on underlying performance metrics, which weakens pay‑for‑performance evaluation .
- Plan‑level single‑trigger change‑of‑control acceleration for all outstanding equity (options/RSUs/performance awards) can heighten retention risk around strategic transactions and may front‑load value realization irrespective of post‑deal performance; monitor any M&A processes and potential award overhang .
- Ownership is modest (<1%) and pledging/hedging is prohibited—reducing misalignment risks tied to collateralization or derivative hedging—but low absolute ownership suggests moderate “skin‑in‑the‑game”; further RSU grants under the 2025 Plan could strengthen alignment over time .
- The 2025 Plan amendments (6.8M share increase and 3% evergreen for up to 9 additional years) expand long‑term equity capacity, supporting talent retention but also increasing dilution potential; assess burn rate (9% in 2025) and cumulative overhang when benchmarking executive awards .
- Company‑level capital structure actions (reverse split authorization to address Nasdaq bid‑price deficiency) may affect realized value of equity awards and could influence timing of insider liquidity; track board actions on split ratio and subsequent listing compliance .