Paul Badawi is President and Chief Executive Officer of Sight Sciences, Inc. (SGHT). The company reported total compensation of $2,005,608 for fiscal year 2025.
| Salary | $659,000 |
|---|---|
| Bonus | $0 |
| Stock awards | $1,000,000 |
| Option awards | $0 |
| Non-equity incentive plan | $334,607 |
| Pension and non-qualified deferred compensation | $0 |
| All other compensation | $12,001 |
| Total | $2,005,608 |
A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed, without adjustment.
Cited to the compensation disclosure Sight Sciences, Inc. filed April 22, 2026, accession 0001140361-26-016138.
| Fiscal year | Role | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|---|
| FY2025 | President and Chief Executive Officer | $659,000 | $0 | $1,000,000 | $0 | $334,607 | $0 | $12,001 | $2,005,608 |
| FY2024 | President and Chief Executive Officer | $640,000 | $0 | $1,670,000 | $0 | $693,389 | $0 | $18,790 | $3,022,179 |
Totals as disclosed in each year's own compensation disclosure for Sight Sciences, Inc..
| Peer-group chief executive median | $4,650,661 |
|---|---|
| Difference from that median | $-2,645,053 |
| Percentile within the disclosed peer group | 18th |
| Peers with a disclosed figure | 11 |
Medians and percentiles are computed across the peer group Sight Sciences, Inc. discloses in its own compensation disclosure.
| Named executive officer | Role | FY2025 total |
|---|---|---|
| Paul Badawi this page | President and Chief Executive Officer | $2,005,608 |
| Alison Bauerlein | Chief Operating Officer | $1,626,754 |
| Matthew Link | Chief Commercial Officer | $1,216,918 |
| Jeremy Hayden | Chief Legal Officer | $974,254 |
The company's named executive officers for fiscal year 2025, and what it reported for each. See the full Sight Sciences, Inc. compensation brief.
Paul Badawi's compensation sits inside Sight Sciences, Inc.'s full executive and board picture — the peer group, pay against peers, incentive design and the board itself.