Peraso CFO James Sullivan Resigns; CEO Glibbery Steps In

Peraso Inc. Chief Financial Officer James Sullivan stepped down for personal reasons, with Chief Executive Officer Ronald Glibbery taking over the finance role on an interim basis while the company navigates ongoing operational shifts and stockholder votes.

The executive transition took effect immediately on October 2, according to an SEC filing. Sullivan's departure was voluntary and not tied to any disputes over company operations, financial practices, or reporting policies.

"James Sullivan notified the company of his resignation... citing personal reasons unrelated to any disagreement with operations, policies, or financial disclosures," according to the SEC filing.

Interim Leadership Structure and Compensation

Following Sullivan's exit, Glibbery assumes the duties of principal financial officer and secretary alongside his existing chief executive responsibilities. Glibbery will not receive additional compensation for taking on the dual executive roles beyond his previously approved executive pay package.

The consolidation of the CEO and CFO positions places direct financial oversight back into the hands of the chief executive while the board searches for a permanent replacement. Interim appointments of this type happen frequently among small-cap technology firms aiming to control overhead costs during transition periods.

Stockholder Approvals at the Annual Meeting

The leadership shift coincides with the results of Peraso's 2026 Annual Meeting of Stockholders, where investors voted on several corporate governance and equity proposals. Shareholders approved six distinct measures during the meeting.

Key stockholder resolutions included:

• Election of the nominated board of directors
• Ratification of Weinberg & Company, P.A. as the company's independent registered public accounting firm
• Approval to increase the number of shares reserved under the 2019 Stock Incentive Plan by 1,500,000 shares

The expansion of the stock incentive plan increases the pool of equity available to compensate employees and retain talent. This mechanism is often utilized by smaller technology firms competing for engineering personnel against larger industry rivals.