Metavesco CEO Compensation Tied to 12 Specific Growth Milestones
Metavesco has implemented a performance-based stock option plan for CEO Ryan Schadel that directly links executive compensation to achieving specific revenue, profitability, and expansion targets while maintaining sustained market capitalization levels.
Metavesco, Inc. (OTC: MVCO), a publicly traded diversified holding company, has announced a new stock option award structure for CEO Ryan Schadel that directly ties executive compensation to measurable company growth and shareholder value creation. The innovative plan requires the achievement of 12 specific business milestones coupled with sustained market capitalization levels before any options vest.
Under the compensation structure, Mr. Schadel will only earn options when the company hits predetermined growth targets and maintains the corresponding market capitalization for 30 consecutive trading days. Each milestone unlocks approximately 41.7 million options at an exercise price of $0.0011 per share, creating a direct alignment between executive rewards and company performance.
The progression begins with achieving $10 million in annual revenue while maintaining a $10 million market capitalization, followed by incremental increases to $15 million, $20 million, $30 million, $40 million, and $50 million in both revenue and market cap. The later stages include achieving positive EBITDA for four consecutive quarters with a $60 million market cap, accumulating 1,000 BTC/ETH in treasury at $80 million market cap, completing three strategic acquisitions at $90 million market cap, and expanding the Epic Labor branch network to 25, 50, and 100 operating locations with corresponding market cap targets of $100 million, $110 million, and $120 million respectively.
Ryan Schadel emphasized the shareholder-friendly nature of the plan, stating "This plan makes it simple: I only win when shareholders win. My options are tied to concrete achievements; revenue growth, profitability, crypto treasury accumulation, acquisitions, and Epic Labor expansion. If we hit these targets and the market recognizes our progress, it creates durable value for everyone involved." The company's filings containing additional information about potential factors that could affect business and financial results are available through OTC Markets.
This compensation structure represents a significant shift in executive incentive planning, particularly for companies trading on OTC markets, where aligning leadership interests with shareholder value creation has become increasingly important. The multi-faceted approach requiring both operational achievements and market validation through sustained capitalization levels provides a comprehensive framework for measuring executive performance and company success.