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DeFi Development Corp. Introduces New Treasury Strategy Compensation Plan Tied to SOL Per Share (SPS)
BOCA RATON, FL, May 14, 2025 (GLOBE NEWSWIRE) -- DeFi Development Corp. (Nasdaq: DFDV) (the “Company”) the first public company with a treasury strategy built
About this update from Defi Development Corp.
[{"type":"text","content":"BOCA RATON, FL, May 14, 2025 (GLOBE NEWSWIRE) -- DeFi Development Corp. (Nasdaq: DFDV) (the “Company”) the first public company with a treasury strategy built to accumulate and compound Solana (“SOL”), announced today that its Board of Directors has approved a new compensation framework for the Company’s executives and core treasury strategy team, directly tying bonus outcomes to growth in SOL per Share (“SPS”). With this plan, DFDV becomes the first public company to directly link compensation to per-share crypto asset accumulation. The new framework is designed to closely align management incentives with long-term shareholder value. Bonus payouts for executive officers and non-executive employees will be based on achieving specific SPS targets as of April 30, 2026, with payouts increasing in proportion to growth in per-share SOL exposure. The structure has four tiers corresponding to a respective SOL/share target: (1) NGMI Tier, (2) SOLid Tier, (3) LFG Tier, and (4) WAGMI Tier. Crucially, the SOLid Tier represents the minimum performance threshold required to trigger any bonus payout. If the Company falls into the NGMI Tier, no bonuses are paid. The structure is designed to reward disciplined capital allocation that increases per-share SOL exposure. \"Most public companies reward market cap expansion — even if it comes at the cost of shareholder dilution,\" said Parker White, COO and CIO. \"Our structure flips that model. We only win when our shareholders hold more SOL per share.\" A summary of the SPS tiers and corresponding bonus multipliers is shown below: Bonus payouts for executives and treasury team scale with SOL Per Share performance. No bonuses are paid if the SOLid tier is not met Under this structure, executive officers — including CEO Joseph Onorati, CFO John Han, and CIO Parker White — are eligible for up to 200% of their target bonus, with the full payout contingent on achieving 1.0 SOL/share (pre-split) by the April 2026 measurement date. Non-executive staff are also eligible for performance-based bonuses, subject to a similar framework. The company believes this alignment reinforces its commitment to transparency, accountability, and long-term compounding. For more information, visit defidevcorp.com. Details of the compensation plan will be included in a forthcoming Current Report on Form 8-K, which the Company...