Gevo, Inc. 8-K

What Happened

• Gevo, Inc. filed an 8-K on January 5, 2026 announcing that Dr. Christopher M. Ryan intends to retire as President and Chief Operating Officer effective on or about June 5, 2026. The company announced the hiring of Greg Hanselman as Executive Vice President, Operations and Engineering, who is expected to be appointed Chief Operating Officer following Dr. Ryan’s retirement.
• The company also disclosed amended and new employment agreements dated January 1, 2026: an amended and restated agreement with Paul Bloom (who is President and will succeed Patrick R. Gruber as CEO on or about April 1, 2026) and a new employment agreement with Chief Financial Officer Oluwagbemileke (Leke) Agiri.

Key Details

• Paul Bloom (Bloom Agreement): base salary $550,000; target annual bonus 100% of base; eligible for 10,000 restricted shares (previously granted) and possible additional equity awards. Termination without cause or resignation for good reason: cash severance = 6 months base + 18 months COBRA; if within 30 days before or 12 months after a change in control (CIC Protection Period): severance = 12 months base + 1.0x target bonus. Death/disability: 6 months base. Bloom is ineligible for the company’s separate CIC Severance Plan. Non-compete/non-solicit period: 18 months post-termination.
• Leke Agiri (Agiri Agreement): base salary $380,000; target annual bonus 65% of base; eligible for equity awards and 10,000 restricted shares. Termination without cause or resignation for good reason: 12 months COBRA; if during CIC Protection Period: severance = 12 months base + 1.0x target bonus. Death/disability: 6 months base. Non-compete/non-solicit period: 12 months post-termination (reduced to 6 months if termination occurs during the CIC Protection Period).
• Both agreements define “cause” and “good reason,” provide restrictive covenants (non-compete, non-solicit of clients and employees) that apply during employment and for the specified post-termination period, include non-compete payments (Bloom: 18 months base + 1.0x target bonus; Agiri: 12 months base + 1.0x target bonus or shortened amount if CIC), and provide for continued vesting of equity awards during the restrictive period (with full immediate vesting upon termination following a change in control). A press release announcing these items was furnished as Exhibit 99.1.

Why It Matters

• These disclosures confirm planned leadership transitions (COO retirement, new COO hire, CEO succession) that can affect operational continuity and investor confidence. Investors should note the timing: CEO succession around April 1, 2026 and COO succession around June 5, 2026.
• The amended/new employment agreements set compensation, severance and restrictive-covenant terms that affect executive retention, potential future cash obligations (severance and non-compete payments), and equity vesting outcomes—especially in the event of a change in control. These are concrete contractual obligations that could have balance-sheet or governance implications in certain scenarios.