Kevin Williamson
About Kevin Williamson
Kevin Williamson, age 40, is Chief Financial Officer of Tenon Medical (since September 3, 2024). He holds a B.S. in Business Administration (Finance) from San Diego State University and an MBA from the University of San Diego Knauss School of Business . Under his tenure, Tenon’s Q3 2025 revenue rose 32% year-over-year to $1.173 million with gross margin improving to 66% (from 47% in Q3 2024), though the company remains loss-making and disclosed substantial doubt about going concern, prompting multiple capital raises and asset acquisitions in 2025 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Accelus Inc. | Chief Financial Officer | 2020–2024 | Led Finance, Investor Relations, and IT functions |
| Accelus Inc. | Director of Finance | 2019–2020 | Led FP&A |
| NuVasive, Inc. | Corporate Finance roles | 2015–2019 | Progressively senior finance responsibilities in minimally invasive spine surgery |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Not disclosed in filings | — | — | No current external directorships disclosed in biography |
Fixed Compensation
| Metric | FY 2024 | FY 2025 (contract/target) |
|---|---|---|
| Base Salary ($) | $102,127 (prorated from Sept 2024) | $315,000 (offer letter) |
| Target Bonus (% of base) | Not disclosed | Up to 30% of base salary |
| Actual Bonus Paid ($) | $0 | Not disclosed |
Performance Compensation
Equity awards
| Incentive | Grant Date | Quantity (post-split) | Status at 12/31/2024 | Vesting Schedule |
|---|---|---|---|---|
| RSUs | Nov 5, 2024 | 6,250 (reflects 50,000 pre-split RSU grant in offer letter) | Unvested; market value $11,750 | One-third vests on Sep 3, 2025; remaining two-thirds vest equally every six months over the next two years |
| Stock Options | — | — | None disclosed | — |
Bonus program design
| Metric | Weighting | Target | Actual (FY 2024) | Payout | Vesting |
|---|---|---|---|---|---|
| Discretionary Annual Bonus | Up to 30% of base salary | Company and individual performance (discretionary) | No bonus paid to Williamson in 2024 | $0 | N/A |
Equity Ownership & Alignment
| Item | As of Date | Value | Notes |
|---|---|---|---|
| Total Common Shares Beneficially Owned | June 6, 2025 | — | No common shares or preferred held; no rights to acquire within 60 days |
| Unvested RSUs | Dec 31, 2024 | 6,250 | RSUs granted Nov 5, 2024 |
| Pledging/Hedging | June 6, 2025 | None disclosed | Proxy notes no arrangement, including any pledge, that may result in a change in control; no pledging disclosed for Williamson |
Employment Terms
| Term | Details |
|---|---|
| Start Date & Tenure | Appointed CFO effective Sep 3, 2024 |
| Contract Type | At-will employment; confidentiality, invention assignment, and arbitration agreement required |
| Base Salary | $315,000 per year |
| Target Bonus | Discretionary, up to 30% of base; prorated for 2024 |
| Initial Equity | RSU grant of 50,000 shares (pre-split), subject to time-based vesting |
| Severance | If terminated without cause: severance equal to 100% of base salary for 12 months |
| Change-of-Control | No change-of-control acceleration or multiple disclosed for Williamson |
| Non-compete/Outside Employment | Prohibited from engaging in outside business directly related to company during employment; no explicit post-termination non-compete disclosed |
Investment Implications
- Alignment and pay-for-performance: Williamson’s incentives are predominantly time-based RSUs and a discretionary bonus; no explicit performance equity metrics disclosed, implying limited formal pay-for-performance alignment versus revenue/EBITDA targets or TSR .
- Vesting timeline and potential supply: First RSU tranche vested Sep 3, 2025, with subsequent semiannual vesting through 2027; while no insider sale data is disclosed here, these dates create potential incremental float timing for equity supply from executive vesting .
- Skin-in-the-game: As of June 6, 2025, Williamson had no beneficially owned common shares; near-term alignment depends on vesting RSUs rather than owned stock or options .
- Retention risk: Severance is moderate (1x base salary) and no change-of-control acceleration is disclosed; retention largely hinges on ongoing RSU vesting rather than contractual economics .
- Capital markets and dilution: 2025 saw warrant inducements and registered direct offerings in March and an at-the-market PIPE in November, adding warrants and shares outstanding, signaling continued reliance on equity financing under Williamson’s finance leadership and ongoing dilution risk .
- Execution backdrop: Q3 2025 showed 32% YoY revenue growth and margin expansion, yet persistent losses and a going-concern disclosure highlight continued financing needs and cost discipline as key focus areas for the CFO .
- Controls: Disclosure controls were deemed not effective at the reasonable assurance level, which can impact financial reporting rigor and may constrain incentive payouts tied to internal control conditions .