Posted: 06/29/2025 03:44 am
iPower Inc. (NASDAQ: IPW), a tech and data-driven eCommerce services provider, has recently made headlines with its strategic partnership with Borg Rise U.S., aimed at expanding its social media commerce ventures¹. This move is part of iPower's broader strategy to enhance its omnichannel presence and fortify its offerings in the retail sector. Amidst these strategic shifts, the compensation packages of iPower's executives provide insight into the company’s financial prudence and growth-centric focus.
The compensation structure at iPower reveals a careful balance between maintaining competitive salaries and rewarding the executive team based on the company’s overall performance. In 2024, the total compensation for Kevin Vassily, the Chief Financial Officer, was set at $240,000, with no bonuses or stock awards². This indicates a base salary-focused compensation structure, potentially aligning with the company's fiscal strategies aimed at profitability and sustainable growth.
Looking back to 2022, CEO Chenlong Tan received a more dynamic compensation package of $420,897, including a bonus of $94,250³. This substantial bonus could be seen as a performance-based incentive, reflective of iPower's progress at the time, including achieving a revenue increase of 14% in fiscal Q2 2025⁴. Tan’s salary structure in 2022 also underlined the company’s reliance on its leadership to pioneer expansions and introduce innovative strategies.
As iPower continues its journey towards enhancing its manufacturing capabilities under the "Made in USA" module, the company has placed significant emphasis on investing in infrastructure in line with its SuperSuite supply chain platform⁵. These moves suggest the company is positioning itself to harness increased manufacturing efficiency, potentially driving future revenue growth and justifying past and future executive compensatory decisions.
Finally, iPower's stock price as of a recent assessment stands at $0.6121, experiencing a slight decline of 0.79%⁶. This fluctuation may be interpreted within the context of iPower’s aggressive expansion strategies and their long-term potential to enhance shareholder value.
In summary, iPower Inc.'s executive compensation strategies are tailored not just to reward leadership but also to align with their broader growth initiatives. As the company strategically navigates the ecommerce landscape, the emphasis on merit-based financial incentives reflects the pivotal role of its leadership in driving growth through innovative and strategic partnerships.
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¹ https://www.globenewswire.com/news-release/2025/06/10/3096623/0/en/iPower-and-Borg-Rise-U-S-Enter-Strategic-Partnership-to-Expand-Social-Media-Commerce.html
² https://www.sec.gov/Archives/edgar/data/1830072/000168316825004049/0001683168-25-004049-index.htm
³ https://www.sec.gov/Archives/edgar/data/1830072/000168316824002688/0001683168-24-002688-index.htm
⁴ https://www.globenewswire.com/news-release/2025/02/13/3085742/0/en/IPower-Reports-Fiscal-Second-Quarter-2025-Results.html
⁵ https://www.globenewswire.com/news-release/2025/05/14/3081138/0/en/iPower-Enhances-SuperSuite-Supply-Chain-Capabilities-with-Made-in-USA-Module.html
⁶ https://financialdata.com/ipower-stock-price
