Form 4: reAlpha Tech Corp. COO Michael Logozzo Reports Acquisition of Restricted Stock Units

Michael Logozzo, COO and President of reAlpha Tech Corp., reports the acquisition of restricted stock units (RSUs) as part of compensation and incentive plans.

Summary

• On April 30, 2025, Michael J. Logozzo, COO and President of reAlpha Tech Corp., acquired 62,796 restricted stock units (RSUs) under the company's Short-Term Incentive Plan (STIP) and 96,914 RSUs as compensation for services as an executive officer.
• The RSUs were granted based on the achievement of performance goals for the fiscal quarter ended March 31, 2025, and as compensation for services during the same period.
• The price used to determine the number of RSUs awarded was $0.6449 per share, the closing price of reAlpha Tech Corp.'s common stock on April 30, 2025.
• 50% of the RSUs will vest 12 months from the grant date, and the remaining 50% will vest in equal quarterly installments over the subsequent 12-month period, contingent upon continuous service.
• Unvested RSUs are forfeited if the reporting person's service with the Issuer is terminated.

Sentiment

Score: 7

Explanation: The document indicates standard executive compensation practices, suggesting a stable and incentivized management structure. The sentiment is neutral to positive as it reflects alignment of interests between management and shareholders.

Positives

• The granting of RSUs aligns executive compensation with company performance and incentivizes continued service.
• The vesting schedule encourages long-term commitment from the executive officer.

Risks

• The value of the RSUs is subject to the volatility of reAlpha Tech Corp.'s stock price.
• Unvested RSUs are forfeited upon termination of service, which could disincentivize risk-taking or innovation.

Future Outlook

The document does not contain specific forward-looking statements beyond the vesting schedule of the RSUs.

Industry Context

Granting RSUs is a common practice in the tech industry to align executive compensation with company performance and retain key personnel. The specific terms of the grant, such as the vesting schedule and performance goals, are tailored to the company's specific circumstances and objectives.

Comparison to Industry Standards

• Many tech companies use RSUs as part of their compensation packages, with vesting schedules typically ranging from 3 to 5 years.
• Performance-based RSUs are also common, with the number of units vesting dependent on the achievement of specific financial or operational goals.
• Companies like Google, Amazon, and Microsoft also use RSUs as part of their compensation packages.

Stakeholder Impact

• Shareholders may view the RSU grants positively as they align executive interests with company performance.
• Employees may be motivated by the presence of incentive plans for executives.

Key Dates

Keywords

reAlpha Tech Corp, Michael Logozzo, restricted stock units, RSUs, Form 4, executive compensation, Short-Term Incentive Plan, equity incentive plan, AIRE