Company: RILYN
Filing Date: 2025-10-22
Form Type: DEF 14A
Source: 0001213900-25-101228
Chunk: 36

Company: B. Riley Financial, Inc.
Filing Date: 2025-10-22
Form: DEF 14A
Chunk 36
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Phillip J. Ahn, Chief Financial Officer and Chief Operating Officer (1) •Kenneth Young, President (2) •Andrew Moore, Chief Executive Officer of B. Riley Securities, Inc. (3) •Alan N. Forman, Executive Vice President, General Counsel and Secretary ____________ (1)Mr. Ahn resigned effective as of June 3, 2025. On June 3, 2025, Mr. Scott Yessner joined the Company as Executive Vice President and Chief Financial Officer (2)Mr. Young resigned effective as of September 20, 2024. (3)Mr. Moore was not re -appointedas an executive officer of the Company, but continues to serve as the Co -ChiefExecutive Officer of B. Riley Securities, Inc. effective as of September 18, 2025. Executive Summary 2024 Compensation Philosophy Our executive compensation program is designed (i) to provide incentives to our executive officers to manage and grow our businesses and (ii) to attract, retain, and motivate top quality, effective executives. In addition to general senior management responsibilities, each of our named executive officers also has revenue production or management responsibilities within our operating subsidiaries. In determining compensation for our named executive officers, the primary emphasis is on our consolidated financial performance, but each individual’s performance and/or business unit performance are considered. The effective implementation of this program plays an integral role in our success. The Compensation Committee has responsibility for overseeing our compensation philosophy. The Compensation Committee has the primary authority to determine and recommend to the Board for final approval the compensation of our named executive officers. Compensation Philosophy and Objectives A substantial portion of each named executive officer’s total compensation is variable and delivered on a pay -for-performancebasis. We believe this model provides a key incentive to motivate management to achieve our business objectives. The executive compensation program provides compensation opportunities contingent upon performance that we believe are competitive with practices of other similar financial services firms. We strongly believe that the components of our compensation programs align the interests of our named executive officers with our stockholders and promote long -termstockholder value creation. We link rewards to both corporate and individual performance, emphasizing long -termresults and alignment with our stockholders’ interests. We align compensation with business strategy and risk and provide a mix of performance and retentive -basedcompensation. Long -termequity compensation is an integral part of our compensation program with awards of equity subject to vesting requirements, including continued employment. Although we do not have formal equity